New Manager 90-Day Plan

Purpose

Your first 90 days as a manager set the foundation for everything that follows. This skill helps you transition from individual contributor to manager without the common mistakes - trying to prove yourself, changing everything too fast, or being afraid to lead.

When to Use

Use this Skill when you:

• Just got promoted to manager for the first time
• Are taking over a new team
• Are managing former peers
• Want to reset after a rocky start

Step-by-Step Process

Step 1: Understand Your Context

Every transition is different.

Ask these questions:

• "Are you managing former peers or a new team?"
• "Are you replacing someone? What was their reputation?"
• "What state is the team in? High-performing, struggling, or new?"
• "What does your boss expect from you in the first 90 days?"

Context shapes strategy:

• Managing peers: Focus on role clarity, avoid favoritism
• Replacing a loved manager: Honor their legacy, don not criticize
• Replacing a poor manager: Listen first, do not promise changes yet
• New team: Learn before you lead

Output Variable: transition_context

Step 2: Map Day 1-30 (Learn)

The first month is about listening, not leading.

Goals:

• Build relationships with every team member
• Understand the current state (reality, not reports)
• Learn what is working and what is not
• Identify quick wins (do not act yet)

Key Actions:

• 1:1 with every team member (45-60 min each)
• Listen to customers/stakeholders
• Review recent projects, retros, performance data
• Shadow the work (especially if from outside)

1:1 Questions for New Manager:

• "What is working well that I should NOT change?"
• "What is one thing you wish was different?"
• "What do you need from me?"
• "What should I know that I probably would not learn otherwise?"

Output Variable: day_1_30_plan

Step 3: Map Day 31-60 (Align)

Month two is about alignment and small wins.

Goals:

• Clarify expectations with your team
• Score some early wins (builds credibility)
• Start establishing your leadership rhythm
• Build your relationship with your boss

Key Actions:

• Share what you learned (validate understanding)
• Implement 1-2 quick wins the team wanted
• Establish regular 1:1 cadence
• Define team norms and expectations
• First skip-levels if you have them

What NOT to do yet:

• Major process changes
• Performance conversations (unless urgent)
• Re-org or role changes

Output Variable: day_31_60_plan

Step 4: Map Day 61-90 (Lead)

Month three is when you start leading proactively.

Goals:

• Address any performance issues you have observed
• Implement bigger improvements with team buy-in
• Establish yourself as the leader (not "new manager")
• Set vision and goals for the next quarter

Key Actions:

• Have difficult conversations you have been holding
• Roll out process improvements (with input)
• Clear roadblocks your team has flagged
• Set team goals aligned to company priorities
• Performance check-ins with borderline folks

Output Variable: day_61_90_plan

Step 5: Plan the Relationship Reset (If Managing Peers)

If you were promoted over peers, this needs explicit attention.

Common dynamics:

• Resentment from someone who wanted the job
• Confusion about the new relationship
• Testing your authority
• Over-familiarity from friends

How to address:

• Acknowledge the change directly in 1:1s
• Be clear about your role without being defensive
• Treat everyone fairly (no favorites, even friends)
• Have the awkward conversation early

Script: "I know this is a shift in our relationship. I value our friendship AND I have to be fair to everyone. If something feels off, let us talk about it."

Output Variable: peer_management_plan

Step 6: Define Your Early Wins

Pick 1-2 quick wins that show you listened.

Good early wins:

• Fix a process annoyance everyone complained about
• Remove a meeting no one finds valuable
• Get a decision made that has been stuck
• Recognize someone who has been overlooked

Bad early wins (avoid):

• Big process changes (you do not know enough)
• Headcount or re-org (too early)
• Reversing predecessor decisions (looks political)

Output Variable: early_wins

Step 7: Generate 90-Day Plan

Create the complete transition document.

Create a document titled "90-Day Plan: [Your Name]" with the full roadmap.

Output Format

90-Day Manager Transition Plan

CONTEXT:
- Situation: [Managing peers / new team / etc.]
- Team state: [High-performing / struggling / new]
- Boss expectations: [Key outcomes expected]

DAY 1-30: LEARN
Week 1: [Actions]
Week 2: [Actions]
Week 3-4: [Actions]
Key deliverable: [What you will know/have]

DAY 31-60: ALIGN
Week 5-6: [Actions]
Week 7-8: [Actions]
Key deliverable: [What you will establish]
Early wins: [1-2 quick wins]

DAY 61-90: LEAD
Week 9-10: [Actions]
Week 11-12: [Actions]
Key deliverable: [What you will implement]

PEER MANAGEMENT PLAN:
[If applicable]

SUCCESS METRICS:
- [How you will know it is working]

Tools

• basile_create_document - Save your 90-day plan

Example

Input: Promoted to manage 6-person team, 3 are former peers

Output:

CONTEXT:
- Situation: Promoted from within, managing 3 former peers
- Team state: Solid performers, some process debt
- Boss expectations: Maintain velocity, improve sprint predictability

DAY 1-30: LEARN
Week 1: 1:1s with all 6 team members, acknowledge role change
Week 2: Shadow sprint planning, attend customer call
Week 3-4: Review last 3 months of retros, compile themes
Key deliverable: Documented understanding of team state and pain points

DAY 31-60: ALIGN
Week 5-6: Share what I learned, validate with team
Week 7-8: Establish weekly 1:1 rhythm, team norms doc
Early wins: Cancel Friday standup (everyone hates it), fix CI pipeline pain
Key deliverable: Team rhythm established, 2 quick wins shipped

DAY 61-90: LEAD
Week 9-10: Address estimation accuracy with specific coaching
Week 11-12: Set Q2 goals with team input, present to leadership
Key deliverable: Team goals set, performance baseline established

PEER MANAGEMENT PLAN:
- Direct conversation with Jordan (wanted the role)
- Lunch with Maya (close friend, need to reset)
- Treat all 1:1s identically in first 30 days

SUCCESS METRICS:
- All 6 people have said they understand my role
- Sprint commitment accuracy improved by Day 90
- No surprises for my boss