DREIESKIVA​|Roald Kvam

The first 90 days in a leadership role are crucial. How you connect with your team, establish credibility, and set the tone during this period can significantly impact your success and the team’s future. Here’s how to navigate this period effectively by focusing on relationships, understanding, and strategic adjustments:

Listen Intentionally

Seek to Understand Before Acting

Listening builds trust and demonstrates respect for the team’s experiences and perspectives. It ensures you understand the existing dynamics before making changes.

NIKE IT! Just Do It:

• Ask Open-Ended Questions: «What’s working well?» «What could we improve?» and «What do you need from me as your leader?»
• Observe Dynamics: Pay attention to how team members interact during meetings and projects to identify unspoken norms and challenges.
• Hold One-on-Ones: Meet individually with each team member to better understand their roles, pain points, and aspirations.

Listening actively shows that you value the team’s expertise and lays the groundwork for collaborative problem-solving.

Be Open and Authentic

Build Trust Through Transparency

Authenticity helps you connect on a human level, breaking down barriers that might arise from hierarchical differences. Transparency about your goals and intentions minimizes misunderstandings and creates a sense of shared purpose.

NIKE IT! Just Do It:

• Share your leadership philosophy, values, and long-term vision.
• Be honest about what you know and what you’re still learning in the role.
• Use vulnerability strategically to show you’re approachable, such as acknowledging challenges you’ve faced and how you overcame them.

When team members see you as genuine, they’re more likely to trust your decisions and feel comfortable sharing their concerns and ideas.

Engage Beyond the Surface

Discover What Drives Your Team

Understanding individual motivations and strengths enables you to align tasks with talents, which boosts morale and productivity.

NIKE IT! Just Do It:

• Learn Their Stories: Ask about their career journeys and what they enjoy most about their roles.
• Identify Strengths: Use tools like CliftonStrengths or Persolog (www.dreieskiva.com) to understand behavioral tendencies and work preferences.
• Understand Aspirations: Ask, «What skills do you want to develop?» and «Where do you see yourself in the next few years?»

When you connect with team members on a deeper level, you unlock opportunities for meaningful engagement and growth.

Evaluate Fairly

See Potential Over Past Perceptions

Coming into a team with preconceived judgments can create biases that hinder fairness and trust. By objectively assessing roles and contributions, you can make informed decisions that lead to better outcomes.

NIKE IT! Just Do It:

• Start Fresh: Avoid relying solely on past performance reviews or hearsay. Observe performance firsthand before making evaluations.
• Focus on Potential: Look for growth opportunities, and ask yourself how you can help each person reach their next level.
• Provide Feedback Early: If there are clear areas for improvement, address them constructively and collaboratively.

Balancing fairness with a growth mindset allows you to nurture talent and build a stronger team.

Review and Realign Projects

Balance Respect and Strategy

While inherited projects reflect previous priorities, not all will align with your vision. Thoughtful evaluation ensures you respect past efforts while making room for progress.

NIKE IT! Just Do It:

• Evaluate Project Viability: Assess whether the projects align with current goals and provide measurable value.
• Communicate Changes Transparently: If you decide to pause or shift a project, explain the reasoning to the team to maintain trust and buy-in.
• Keep Stakeholders Informed: Collaborate with team members and stakeholders to ensure transitions are smooth and well-supported.

Realigning projects can reinvigorate your team’s focus and ensure efforts are strategically directed.

Foster Psychological Safety

Create an Environment Where Feedback Flourishes

Teams that feel safe to share ideas and admit mistakes are more innovative and resilient.

NIKE IT! Just Do It:

• Model Vulnerability: Share moments when you’ve learned from mistakes to encourage openness.
• Invite Feedback Regularly: Ask, «What could I do better to support the team?»
• Reward Courage: Acknowledge when team members take risks, even if they don’t succeed.

Psychological safety fosters collaboration, creativity, and a sense of belonging.

Build Momentum Through Quick Wins

Early successes build credibility and create a sense of progress, energizing the team and stakeholders.

NIKE IT! Just Do It:

• Identify Low-Hanging Fruit: Tackle straightforward issues that deliver noticeable improvements.
• Celebrate Successes: Recognize and reward the team for their contributions to these wins.
• Communicate Progress: Share results with stakeholders to highlight the team’s capabilities and set a positive tone.

Quick wins lay the foundation for trust and momentum, making it easier to navigate larger challenges.

Establish Clear Expectations and a Shared Vision

A shared understanding of goals and expectations minimizes confusion and creates alignment within the team.

NIKE IT! Just Do It:

• Clarify Priorities: Discuss the team’s most important objectives and what success looks like.
• Define Roles Clearly: Ensure everyone knows their responsibilities and how they contribute to the bigger picture.
• Involve the Team: Collaborate on defining team values and norms to create a sense of ownership and unity.

When everyone understands their role in achieving the vision, the team operates more cohesively and effectively.

The Foundation of Leadership Success

Your first 90 days as a leader aren’t just about building authority – they’re about fostering trust, understanding your team, and laying the groundwork for sustainable success. By prioritizing connection over control and understanding over action, you can set the tone for a collaborative, high-performing team that thrives on mutual respect and shared goals.