Leadership by influence is a whole different ball game! My experience as a Global Microsoft Partnership Manager for a large multinational company taught me a lot. I was used to having teams, but now I had to drive and deliver goals through my network's strength, relationships, leadership support and trust.
This blog is for leaders in an influencer-type role who would like to get strategic about their first 90 days. This period is your opportunity to lay the foundation for long-term success.
What is Leadership by Influence?
Unlike traditional leaders with positional authority and a team to implement goals, leadership by influence relies more heavily on your relationships.
Influence can be defined as the ability to affect the character, development, or behaviour of someone or something. It requires developing a strong emotional connection with oneself and others.
In hierarchical organizations, leaders often use transactional influence to maintain control and ensure efficient task execution, especially during crises. However, this approach can hinder long-term behavioural change and personal connections, potentially leading to employee burnout.
In contrast, transformational influence thrives in flat organisational structures, where empathy and support motivate employees. Mastering transformational influence is essential for future leaders, emphasizing the importance of emotional connection in the evolving workplace. Building this leadership style will benefit you in any role going forward in your career.
The Importance of Your First 90 Days
In the initial three months, you'll form first impressions, build critical relationships, and set the direction for your goals. Approach this period strategically, balancing the need to build relationships, learn, establish your role, and get going on projects.
Michael D. Watkins' "The First 90 Days" provides a framework for any leader to transition into a new role. He emphasizes that the first 90 days are critical for establishing a foundation for success. He recommends a three-phase approach: the first 30 days for learning, the next 30 for securing early wins, and the final 30 for deeper engagement.
What Makes a Good 90-Day Plan?
A good 90-day plan chunks big goals into smaller, more digestible steps. The plan sets goals for 90 days and shows steps accomplished along the way at the 30—and 60-day marks.
Identify your Goals
Ensure your goals cover people, processes, and projects. Don't just focus on the one aspect of your role you are most comfortable with and neglect the rest. Building credibility and strong networks allows you to avoid common pitfalls and make impactful decisions early on.
1. What are your three big goals for this quarter?
2. What habits or routines can you establish to stay focused on these?
3. What can you delegate or eliminate to make more room for your priorities?
4. What aspects of the new role are you least comfortable with? Lean into these and look for support such as coaching or mentoring.
Gain control of your time
Okay, now you might wonder, how will I get all this done?
There are 168 hours in each week. Are you spending that time on what matters? Time management expert Laura Vanderkam studies how busy people spend their lives. She's discovered that many of us drastically overestimate our commitments each week while underestimating the time we have for ourselves.
Your 90-Day Plan: Breaking it Down
Days 1-30: Listen, Learn, and Build Your Network
PEOPLE: Meet with key stakeholders: Schedule one-on-one meetings. Listen actively and ask questions to understand the challenges and opportunities. Establish trust and rapport with key stakeholders and organisational influencers.
PROCESS: Assess the current state: Analyze existing strategies, processes, and performance metrics. Perform a SWOT analysis to identify strengths, weaknesses, opportunities, and threats.
PROJECTS: Look for quick wins. Identify one or two areas where you can easily make a positive impact.
Days 31-60: Develop Your Strategy
You should start formulating your vision and strategy in the second month based on the insights gained in the first 30 days. As you did for the first 30 days, write down goals and activities for the next 30 days.
Days 61-90: Execute and Continuously Improve
The final month of your 90-day plan could focus on implementing your strategy and looking at what you learned and what could be improved.
Avoid Common Pitfalls
As you navigate your first 90 days, be mindful of these potential pitfalls:
Trying to do too much: Focus on your goals and avoid getting bogged down in less important tasks and getting overwhelmed.
Neglecting relationships: Building solid, trustworthy relationships is crucial for long-term success. Notice your supporters and detractors - build solid relationships with both.
Staying in your comfort zone: It can be easy to revert to what you are comfortable with; however, when you do work that is not aligned, then you set false expectations for the future.
How Leadership Coaching Can Help
Leadership coaching can enhance leaders' effectiveness during their first 90 days by providing a space for the leader to navigate the transition. Research indicates coaching improves self-awareness, strategic thinking, and stakeholder management during transitions. Leaders are not a monolith; depending on where they are on their journey, whether they are first-time managers or senior leaders, a tailored coaching approach can help.
Conclusion
Your first 90 days as a new leader are critical for establishing yourself and setting the stage for long-term success. By focusing on people, processes, and projects, you can make a significant impact and position yourself for continued growth and success.
Remember, leadership is a journey, not a destination.