The First 100 Days: Landing With Lasting Impact

Moving into an executive role is exciting, challenging, and requires intentional action, especially in public companies or private equity (PE)-backed organizations where early decisions have lasting implications. With over two decades of executive experience and having coached executives in leadership transitions, I’ve experienced and seen how this pivotal period shapes future success and cultivates the resilience needed for impactful, sustained leadership.

Let’s dive into what I and other executive leadership coaching colleagues, and seasoned executive leaders, have found are essential steps for making a significant, lasting impression in those critical first 100 days. Let’s break down how to avoid the “five dysfunctions” trap (thank you, Patrick Lencioni!) and ensure those initial days build momentum for long-term success.

Below are six specific actions and strategies to help new executives make a meaningful impact.

1. Embrace the “First 100 Days” Framework

The first few months in any executive role are foundational, and it’s helpful to break this period into manageable, goal-oriented phases. Building on insights from Michael Watkins’ The First 90 Days, structure your entry as a series of 30-day phases to assess, act, and align.

• Days 1-30: Begin by observing the landscape and clarifying the current situation. Where is the company’s momentum? What are the pain points?

• Days 31-60: Implement quick wins to build momentum and foster credibility. These could be operational tweaks or tactical improvements that bring immediate value.

• Days 61-90: Refine your approach based on what you’ve learned, aligning your initiatives with the company’s long-term strategy.

The aim here isn’t just to look effective; it’s to create a foundation where your team feels inspired and invested. These first steps build your credibility and set a collaborative tone. Quick wins aren’t just for show—they’re your first test of alignment with the board, the executive team, and your direct reports. From my experience, a decisive early approach not only builds trust but also sets a tone of confidence and alignment across the organization.

2. Ask the Big Questions Before Day 1

Preparation is half the battle. Preparation isn’t just about getting answers; it’s about asking the right questions. Before you even walk in the door, work on clarifying key expectations around company strategy, culture, and the metrics you’ll be measured against. When stepping into a new leadership role, seek clarity on the company’s core mission, strategy, and cultural expectations before you even start. Specifically, I advise new executives to ask for these five essentials:

• State of Business and Assumptions: What are the ELT and board’s views on current market opportunities and risks?

• Strategic and Value-Creation Plans: How will you contribute to the company’s strategic goals?

• Organizational Structure: Who are your key players? Define both the direct and indirect relationships.

• Cultural Norms and Values: Where does the company stand on culture, and where might you influence improvements?

• Key Performance Indicators (KPIs): What milestones will you be measured against in your first six months?

These early conversations help you gauge alignment with your own values and identify where you can most meaningfully contribute. For leaders, it’s not about assimilating passively but finding where your unique approach can elevate the organization’s culture and drive measurable growth. Asking these questions is about more than receiving answers—it’s about demonstrating curiosity and a commitment to fitting into the organization’s ecosystem rather than trying to reinvent it in your image.

3. Lead with Cultural Awareness and Empathy

Peter Drucker famously noted, “Culture eats strategy for breakfast,” and he couldn’t be more correct. Joining a new company, especially as an executive, is as much about understanding its culture as it is about achieving targets. Emphasize building relationships early. Schedule listening sessions with stakeholders across levels, from senior leaders to front-line managers. This simple but powerful gesture can surface insights often hidden in formal meetings.

In these conversations, active listening and openness are essential. Approach these discussions not as a one-time “tour” but as the start of an ongoing feedback loop. Developing a culture of trust through empathy and transparency not only sets a constructive tone but also fosters a collaborative mindset within your team.

4. Align Quick Wins with Long-Term Strategic Goals

Identifying and executing quick wins is often the secret to establishing early credibility. I encourage leaders to select these wins thoughtfully—ideally, they should align with broader strategic initiatives. For example, if the company is focused on streamlining operations, an early win could involve simplifying a high-visibility process or improving a bottleneck. Such steps demonstrate your awareness of company goals and your capability to drive tangible results.

5. Establish Open Communication and Regular Feedback

Setting up strong communication channels from the start allows your team to understand and contribute to your vision. Regular updates and open discussions foster transparency, help mitigate issues early, and provide a space for candid, constructive feedback. Weekly check-ins are excellent, as they allow you to discuss immediate priorities and progress toward long-term goals. Keep the board updated as well; their support and insight are invaluable as you progress.

In my work, I often emphasize a principle from Leadership Team Coaching by Peter Hawkins: continuous, constructive feedback loops are the backbone of resilient teams. This practice reinforces shared accountability and cultivates a culture of growth.

6. Leverage Executive Coaching for Long-Term Success

Executive coaching can be a transformative tool, especially in new roles. Coaching offers a sounding board and a strategic mirror that can illuminate blind spots, amplify strengths, and refine leadership style. Studies show that executives who work with a coach in their first year achieve their goals up to 61% more effectively.

Coaching brings objective insight and guidance, serving as a kind of “co-pilot” during those early days, so you can accelerate your integration into the role and maximize your effectiveness from the start. With a coach, you can evaluate progress, adapt to challenges, and deepen your impact in a way that aligns with your personal and organizational values. A great coach helps you unpack the challenges that inevitably arise and avoid the common pitfalls that can derail even the most talented leaders.

Final Thought: From First Steps to Lasting Legacy

Landing with impact in a new executive role is about blending quick, decisive actions with thoughtful long-term strategies. As you navigate these first 100 days, remember that this journey is not just about making an impression—it’s about leaving a lasting, positive legacy.

In those early days, your actions won’t just define your leadership; they’ll shape the culture and vision of your team. Approaching this transition with intentionality, humility, and a commitment to building relationships will set you up for lasting success. Remember, your legacy isn’t built on quick wins alone, but on the trust, alignment, and impact you create over time.

“Leadership is about making others better as a result of your presence and making sure that impact lasts in your absence.”
— Sheryl Sandberg

“The strength of a team is each individual member. The strength of each member is the team.”
— Phil Jackson