By RDBA Executive Director Annette Maggi, MS, RDN, LD, FAND
A 30-60-90 day plan defines key actions you will take in the first 30-60-90 days in a new role. There are three occasions when building this plan makes sense – in the final stages of interviewing for a new role, in your first week at a new job with a new company, and in the first week of a new role with your existing company. In the final stages of an interview, your goal is to differentiate yourself from the other candidates by demonstrating your ability to build and operationalize a strategy. In a new job or a new role with your company, the plan showcases your understanding of the role and defines your deliverables as you hit the ground running in your new position.
A common mistake made in developing the 30-60-90 day plan is believing the goal is your training and your learning curve. It’s not. The purpose is to align your boss and management team with a framework for your success. You want to be declared successful after three months by those at the company who matter most in your career progression and development. Another common mistake is being vague in your plans, using terminology like “meeting with key internal partners” or “participating in company orientation.” These are the givens of what you must do in your new role, but don’t drive against company deliverables. All tactics and actions in your plan should have a measurable deliverable to which you will be held accountable.
Each month of this launch plan should have a different focus:
Creating this plan either within the interview process or during your first week in role shows your hiring or new manager that you are serious about the position and have confidence in your ability to exceed expectations for this role.