Stepping into a team leader role feels a bit like being the new kid on the block, doesn’t it? 

There’s excitement in the air, a few butterflies in your stomach, and an eager team waiting to see what you’ll bring to the table. 

Whether you’re taking the helm of an existing team or forming a new one, those first 90 days are crucial. 

They’re your chance to make a strong impression, set the tone, and lay the groundwork for success. 

That’s where a well-crafted 30 60 90 day plan for team leader comes into play. 

Think of it as your personal roadmap for navigating the early days of leadership, helping you blend ambition with strategy. 

It’s not just about setting goals; it’s about creating a vision that your team can rally behind. 

So, grab a cup of coffee, and let’s dive into crafting a plan that’ll turn those first impressions into lasting impacts.

What is 30 60 90 day Plan?

A 30-60-90 day plan is a structured framework designed to outline goals, strategies, and actions for the first three months in a new role, particularly for professionals in leadership or managerial positions. 

This plan is divided into three phases, each spanning 30 days, and serves multiple purposes: to help the individual acclimate to their new role, to set clear, achievable goals, and to prioritize key activities that drive success and impact.

The first 30 days are all about observing, meeting team members, attending relevant meetings, listening, asking questions and reviewing existing materials. The first month focus should be on gaining insights of the current state of the team, processes and challenges.

The next 30 days or the second month is the time for setting specific goals and implementing initial strategies and communicating expectations and plans to the team.

The last 30 days is the time for leading initiatives, developing team work and collaboration and establishing a rhythm of regular check-ins and adjustment.

How does 30 60 90 day plan help a team leader?

A 30-60-90 day plan is a strategic blueprint that offers numerous advantages to a team leader stepping into a new role or seeking to revitalize their leadership approach.

This plan acts as both a roadmap and a benchmark for the initial three months, focusing on learning, planning, and executing strategies.

Here’s how it specifically helps a team leader:

1. Structured Onboarding and Learning

30 60 90 plan assists the leader in quickly understanding the organizational culture, team dynamics, and the specific challenges and opportunities within their scope.

It also encourages a comprehensive review of current projects, processes, and performance metrics, ensuring the leader is well-informed to make decisions.

2. Building Relationships and Establishing Trust

By prioritizing one-on-one meetings and team interactions, the plan helps in building rapport and trust with team members.

Engaging with peers and other stakeholders early on fosters a collaborative work environment and establishes the leader as a proactive and inclusive member of the leadership team.

3. Goal Setting and Strategic Planning

Th plan helps the leader identify and articulate specific, measurable goals for themselves and their team, aligned with the organization’s broader objectives.

It als allows the leader to develop a detailed action plan for achieving these goals, including milestones and KPIs to track progress.

4. Effective Execution and Adaptation

The plan outlines steps for executing strategies and initiatives, providing a clear path for action.

It also helps in regular assessment and adjustment of strategies based on feedback and results, fostering a culture of continuous improvement.

5. Communication and Feedback

By outlining when and how to share plans, progress, and challenges, the plan ensures that communication is consistent and effective.

This plan also guide team leader to establish mechanisms for receiving and integrating feedback from the team and other stakeholders, crucial for adapting strategies and addressing concerns.

6. Quick Wins and Long-term Success

This plan helps to focus on achieving quick wins to build momentum and demonstrate impact, enhancing the leader’s credibility.

By setting the stage for ongoing development and strategic achievements, the plan contributes to the leader’s and the team’s long-term success.

7. Personal and Professional Growth

The process of creating and executing the plan enhances critical leadership skills, including strategic thinking, communication, adaptability, and problem-solving.

It encourages the leader to reflect on their progress, learn from experiences, and develop a growth mindset.

30 60 90 Plan for Team Leader

A 30-60-90 day plan for a team leader is a strategic blueprint outlining goals and actions for the first three months in a leadership role. This plan serves as a roadmap for achieving early success and establishing a strong foundation in a new leadership position.

Let’s learn in detail all the three phases of this plan:

The First 30 days of 30 60 90 plan for team leader

The first 30 days of a 30-60-90 day plan for a team leader, often referred to as the “Learning Phase,” are crucial for setting the foundation for success in a new role.

The primary objective during this phase is to acclimate to the new environment, gather information, and start building the relationships that will be pivotal for future achievements.

Here are the key actions that need to be taken by a team leader:

Objective: Acclimate and Assess

The primary goal for a team leader in the first 30 days is to become fully acclimated to the new organization, including its culture, people, processes, and current projects.

This phase is about listening, learning, and laying the groundwork for future plans.

The leader should focus on understanding the team’s strengths, weaknesses, opportunities, and challenges, as well as how the team fits within the larger organizational context.

Building Relationships with Team Members and Stakeholders

A team leader first need to schedule individual meetings with each team member to understand their roles, perspectives, strengths, and concerns. These meetings are vital for establishing trust and opening lines of communication.

Identify and meet with key stakeholders, including other team leaders, department heads, and executives, to understand their expectations, how their operations intersect with your team, and how you can support each other.

Understanding the Organization and Its Culture

A team leader should participate in any available orientation or onboarding programs to learn about the company’s mission, values, policies, and procedures.

Engage in informal interactions, such as lunch with colleagues or company-wide events, to observe and integrate into the organizational culture.

Learning About Current Projects and Processes

Go through existing documentation on current projects, strategies, and workflows to get up to speed with the team’s work.

Sit in on team and cross-functional meetings to understand ongoing projects, priorities, and how decisions are made and communicated.

Assessing Team Dynamics and Performance

Observe team dynamics in meetings and in day-to-day interactions to get a sense of how the team works together and any immediate areas for improvement.

Examine recent performance metrics or reports to identify trends, achievements, and challenges faced by the team.

Setting Up for Success

Look for opportunities where you can make immediate positive impacts or improvements, however small, to build credibility and demonstrate your commitment to the team’s success.

Establish a way to receive feedback about your observations and plans from team members and stakeholders, reinforcing a culture of open communication and collaboration.

31-60 Days of 30 60 90 Plan for Team Leader

The 31-60 days of a 30-60-90 day plan, often considered the “Planning Phase,” is when a team leader shifts from primarily learning and observing to strategizing and setting the groundwork for action.

This phase is critical for translating insights gained during the first 30 days into a concrete plan that will guide the team toward achieving its goals.

The focus moves towards more active engagement in leadership and management tasks, with a strong emphasis on planning for both short-term wins and long-term objectives.

Developing Strategic Goals and Plans

Based on the insights gathered and the initial assessments made in the first 30 days, set clear, actionable goals for the team that align with broader organizational objectives.

Create a detailed action plan that outlines how these goals will be achieved, including timelines, resources, and specific responsibilities.

Building Team Alignment and Buy-in

Share the developed strategy and goals with the team, ensuring everyone understands their role in achieving these objectives. This step is crucial for securing buy-in and fostering a sense of shared purpose.

If necessary, realign roles and responsibilities within the team to better match individual strengths with the needs of the strategic plan.

Implementing Early Changes and Initiatives

Initiate Quick Wins: Start implementing changes or projects that were identified as quick wins during the first 30 days. These early successes can build momentum and confidence in the team’s direction.

Pilot Initiatives: Begin small-scale pilot initiatives to test new ideas or approaches before rolling them out more broadly, allowing for adjustments based on feedback and results.

Enhancing Skills and Processes

Identify any gaps in team skills or knowledge that need to be addressed to achieve your goals and plan for training or development activities.

Implement process improvements identified during the initial phase to increase efficiency, improve workflow, or enhance team collaboration.

Establishing Performance Metrics and Feedback Loops

Define clear metrics and KPIs to measure the progress towards the team’s goals, ensuring that these metrics are understood and accepted by the team.

Strengthen feedback loops by setting up regular check-ins, reviews, or surveys to gather insights from the team on the effectiveness of new strategies, processes, and their own engagement and morale.

61-90 Days of 30 60 90 Plan for Team Leader

The final stretch of the 30-60-90 day plan, covering days 61 to 90, is often termed the “Execution Phase.” During this phase, the team leader moves from planning and initial implementation into full execution mode, focusing on driving forward the strategies and initiatives outlined in the plan. This period is about realizing the vision set out in the first two months, making tangible progress on goals, and embedding new processes or changes within the team’s workflow.

Leading Execution of Strategic Initiatives

Take an active role in leading the execution of critical projects and initiatives. Ensure that the team has the resources, guidance, and motivation needed to achieve their objectives.

Regularly monitor the progress of ongoing projects and the team’s performance against the set goals and KPIs. Use this data to inform decision-making and adjustments.

Refining Processes and Systems

Continuously look for ways to optimize new processes based on the team’s experience and feedback. Implement refinements to ensure that workflows are as efficient and effective as possible.

Ensure that any new tools or systems introduced are fully integrated into the team’s daily operations, providing training or support as needed.

Fostering Team Development and Engagement

Focus on further developing the team’s skills and capabilities, addressing any gaps identified during the execution of projects. Encourage ongoing learning and professional growth.

Continue to build team morale and engagement through recognition of achievements, addressing challenges collaboratively, and fostering a positive team culture.

Evaluating Results and Gathering FeedbackEvaluate the results of the executed initiatives against the original goals and metrics. Assess both successes and areas for improvement.

Solicit feedback from the team and stakeholders on the execution phase, including the effectiveness of strategies, leadership, and team dynamics. Use this feedback to inform future planning.

Planning for the Future

Based on the outcomes and feedback, make necessary adjustments to the strategic plan for the next phase beyond the first 90 days. Set new goals as needed.

Share the results of the first 90 days with the team and stakeholders, including successes, lessons learned, and the roadmap for moving forward. Ensure everyone is aligned on future direction and expectations.

Tips for Developing 30 60 90 day plan for team leader

Here are some practical tips to help you craft an effective plan:

1. Understand the Organization’s Objectives and Culture

Before you start drafting your plan, invest time in understanding the broader objectives of the organization and its culture.

This understanding will ensure that your plan aligns with the company’s goals and values, making it more relevant and impactful.

Research the company’s mission, vision, strategic priorities, and the specific challenges it is facing.

2. Set Clear and Achievable Goals

For each phase of your plan, set clear and achievable goals that are specific, measurable, attainable, relevant, and time-bound (SMART).

These goals should not only align with the organization’s objectives but also be designed to stretch and challenge the team, without being unrealistic.

Start with broad objectives for each 30-day segment and then break these down into more detailed actions and targets.

3. Prioritize Relationship Building

Emphasize the importance of building strong relationships with your team members, peers, and key stakeholders from the outset.

Plan for one-on-one meetings, team-building activities, and informal interactions that can help you understand individual and collective motivations, concerns, and work styles.

Building trust and rapport is essential for effective leadership and can significantly impact the success of your strategies and initiatives.

4. Be Prepared to Listen and Learn

Allocate significant time in the initial phase of your plan to listen and learn from your team, peers, and other stakeholders.

Your ability to absorb information, understand existing processes, and grasp the nuances of team dynamics will be critical in shaping your strategies and actions.

Approach this period with humility and an open mind, recognizing that you have as much to learn from your team as they do from you.

5. Include Flexibility in Your Plan

While it’s important to have a structured plan, it’s equally important to build in flexibility.

Be prepared to adjust your strategies based on new learnings, feedback, and changing circumstances.

Include regular checkpoints for reviewing progress and adjusting plans as necessary to ensure that your approach remains relevant and effective.

6. Focus on Quick Wins

Identify opportunities for quick wins within the first 90 days that can demonstrate your impact and build momentum.

These should be initiatives that can be implemented relatively easily and have a visible, positive effect on the team or organization.

Quick wins are important for gaining the support and trust of your team and stakeholders, and they can set a positive tone for your leadership tenure.

7. Communicate Clearly and Often

Effective communication is crucial throughout the 30-60-90 day plan. Be clear about your goals, expectations, and the rationale behind your decisions.

Regularly update your team and stakeholders on progress, challenges, and any adjustments to the plan.

Open communication fosters a collaborative environment, encourages engagement, and ensures that everyone is aligned with the direction you are taking.

Final Words 

In a leadership role there are always challenges to tackle, peaks to conquer, and, of course, a team to lead through it all. With a well-thought-out 30 60 90 day plan for team leader in your arsenal, you’re not just navigating the waters; you’re setting sail with a map and a compass, ready to make waves. So, take these tips, tailor them to your unique journey, and dive in with confidence. The next 90 days could very well be the most impactful of your career, setting the tone for a leadership style that’s as effective as it is inspiring.