This is where most of the advice on the Internet has it wrong.
Most articles, like this one, make the critical mistake of thinking that the 30 60 90 day plan is designed to guide YOU. The plan has nothing to do helping you “get up to speed” or “hit the ground running” and everything to do with aligning your boss and management team to a definition and framework for success.
It shares many similarities with the one you’d build during the interview process with the small exception that you’ll create this version knowing you’ll actually have to deliver against it.
Key takeaways: What is the objective of a 30 60 90 day plan?
The next biggest mistake people make is not being precise enough in their plans.
You have to get way past things like “meeting with key people” or “executing company orientation”.
Key takeaways: What mistakes are most common in a 30 60 90 day plan?
I’ve already covered the first big mistake people make – they build these plans for themselves instead of to align others to a definition of success.
Very few articles or tools out there were created by actual managers – the individuals who make the hiring decisions and evaluate your performance over the first 3 months on the job.
In this blog I’m going to answer some of the most common questions I get about 30 60 90 day plans and also give you access to a 30 60 90 day plan template I built and use in my own career.