The first time I took over someone else’s team, I thought I was failing by week three.
They didn’t trust me yet.
They were quiet in meetings.
They rolled their eyes at my “new ideas.”
Everything felt messy:
Too many priorities.
Too many unknowns.
Too many awkward 1:1s.
I remember telling a mentor, “I feel like I should have this figured out by now.”
He looked at me and said,
“You’re not behind. You’re in the fog. That’s what this part is supposed to feel like.”
But here’s what I’ve learned since:
The fog is normal.
Staying stuck in it isn’t.
Most new managers assume they need to prove themselves fast. They expect:
✅ Clear direction
✅ Quick wins
✅ Instant buy-in
But the first 90 days rarely look like that.
You’re navigating old dynamics, unwritten rules, and half-told stories.
It’s not just about leading the team. It’s about aligning with your boss, your peers, and your priorities—fast.
And if that alignment is missing, no team turnaround will stick.
You’ll waste energy solving the wrong problems.
Here’s how I help new managers cut through the fog, before it becomes burnout:
1. Clarify the Situation
What’s really going on with this team?
Listen more than you talk.
Ask questions from different angles. Spot the patterns.
2. Align Early and Often
Don’t wait for your boss to clarify success. Ask:
– “What does success look like 90 days from now?”
– “What should I prioritize—and what can wait?”
– “How will you know I’m doing a good job?”
3. Secure a Win That Actually Matters
Not just any win, a visible, meaningful one.
Something the team and stakeholders both care about.
That one win can shift how people see you—and how you see yourself.
If you’re in your first 90 days and it feels like fog, you’re not failing.
But you do need a map.
🧭 I help new managers cut through the noise, get clear on what actually matters, and build momentum that lasts.
If that’s what you need, or what someone on your team needs, hit reply.
Let’s map out your first 90 days together.
See you soon,
Jeff
