Make The Most of Your First 100 Days
I was having dinner recently with a young partner who had just been hired to lead a niche service line. As dinner progressed, he asked: “I’m new to the firm and my expanded role here. Starting out, where should I focus my time and energy?”
That’s a great question I wish more CEOs and leaders would ask.
I think it’s wise to focus on your first 100 days in a new role, whether you are new to the firm or have been employed there for years. It’s essential to present your unique leadership style authentically, and there are some pitfalls to watch out for when you take the reigns.
Ten Key Actions Every Leader Should Focus on in Their First 100 Days
Starting a new leadership role can feel like standing at the base of a mountain. But with a clear game plan, you can make those first 100 days impactful and set the tone for long-term success. Here are ten key actions to guide your journey:
Listen More Than You Speak. The first step in any leadership role is understanding your team, organization, and culture. Spend time actively listening to team members at all levels. Ask open-ended questions like, “What’s working well?” and “What could we do better?” This builds trust and helps you uncover valuable insights.
Clarify Expectations. Align early with your manager, board, or stakeholders on what success looks like in this role. What are their top priorities? What timeline are they envisioning? Clear expectations prevent misunderstandings and guide your decision-making.
Learn the Lay of the Land. Dive into the company’s history, culture, and operations. This isn’t just about numbers and reports—observe informal power structures and how decisions are made. Understanding the context helps you lead effectively without stepping on toes.
Build Key Relationships. Identify the people who influence outcomes—both formally and informally. Schedule one-on-one meetings with direct reports, peers, and other stakeholders. Establishing strong connections early fosters collaboration and support.
Communicate Your Vision (But Not Too Soon). While it’s tempting to dive into solutions, take time to craft a vision that aligns with what you’ve learned. Once you share it, communicate clearly and consistently, showing how it connects to the organization's goals.
Assess and Prioritize. Evaluate your team’s strengths and weaknesses. What’s working well, and what requires immediate attention? Create a short list of priorities for the first 100 days to deliver early wins and build credibility.
Focus on Early Wins. Identify low-hanging fruit—quick, visible successes that align with organizational priorities. These wins build momentum and demonstrate your ability to deliver results.
Set Boundaries and Foster Work-Life Balance. Leaders often dive in headfirst, risking burnout. Set realistic boundaries for yourself and your team—model work-life balance to encourage a healthier culture.
Embrace Feedback. Be open to feedback from your team and mentors. Regularly ask, “How am I doing?” and, “What can I do better?” Leaders who welcome feedback build stronger, more adaptable teams.
Reflect and Adjust. Finally, make time to reflect on what’s working and what’s not. Adjust your approach as needed. Leadership isn’t about having all the answers; it’s about learning and adapting.
Final Thoughts
Your first 100 days aren’t about fixing everything—they’re about setting a foundation for trust, clarity, and momentum. Stay curious, stay humble, and the rest will follow.
Want to self-assess your leadership acumen?
My work with leaders has led me to create an easy-to-use self-assessment that I frequently share with my clients and others. I want to share that with you today.
You can get my free Leaders Assessment here.
Until next time!
