The First 90 Days

Watkins combines academic rigor with practical application, creating a framework that's both intellectually sound and immediately useful. The book's strength lies in its systematic approach—it doesn't just offer general advice but provides specific tools and checklists that leaders can apply directly to their situations. The case studies and examples make the concepts tangible and relatable.

Critical Reception: The First 90 Days has become the definitive guide for leadership transitions, used by organizations worldwide for executive onboarding. With over a million copies sold in English and translations in 24 languages, it remains a staple in leadership development programs. The book is praised for its practical framework and evidence-based approach to one of leadership's most challenging periods. It has been featured in Harvard Business Review and is considered the classic reference for leaders in transition.

Michael D. Watkins is a professor of leadership and organizational change at IMD and co-founder of Genesis Advisers. Before joining IMD in 2007, he was an associate professor at Harvard Business School and the Kennedy School of Government at Harvard University. His research focuses on leadership transitions, negotiation, and organizational change.

Watkins has advised numerous Fortune 500 companies on leadership development and executive transitions. In addition to The First 90 Days, he has authored several other books on leadership and negotiation. His work has been featured in Harvard Business Review, The Wall Street Journal, and other major publications. Watkins is recognized as one of the world's leading experts on leadership transitions.

The Ten Principles Framework

1. Prepare Yourself

Transition acceleration begins before day one. Successful leaders:

• Research organizational culture and key stakeholders
• Create a 90-day learning plan with clear objectives
• Mentally prepare for the challenges ahead
• Set transition success metrics

2. Accelerate Your Learning

Systematic learning beats random discovery:

• Schedule structured conversations with stakeholders
• Identify critical business challenges and opportunities
• Review key documents and performance data
• Map the political landscape and power dynamics

3. Match Strategy to Situation

Different transitions require different approaches:

• Start-up: Focus on building from scratch
• Turnaround: Prioritize rapid stabilization
• Realignment: Navigate cultural resistance
• Sustaining Success: Build on existing strengths

4. Secure Early Wins

Strategic early wins build credibility:

• Focus on initiatives that demonstrate value quickly
• Choose wins that align with organizational priorities
• Ensure wins are visible to key stakeholders
• Build momentum through meaningful progress

5. Negotiate Success

Clarify expectations and resources:

• Define success criteria with your boss
• Negotiate for necessary resources and support
• Establish clear communication channels
• Set realistic expectations for early results

6. Achieve Alignment

Ensure organizational structure supports strategy:

• Assess current organizational alignment
• Identify misalignments and address them
• Create systems that support your objectives
• Build processes that reinforce desired behaviors

7. Build Your Team

Assemble the right team for success:

• Assess current team capabilities
• Make necessary personnel changes early
• Establish team norms and working agreements
• Build trust and psychological safety

8. Create Coalitions

Build support networks across the organization:

• Identify key influencers and stakeholders
• Build relationships across departments
• Create alliances that support your initiatives
• Manage resistance through influence

9. Keep Your Balance

Maintain perspective and resilience:

• Establish work-life boundaries
• Build support systems outside work
• Practice self-care and stress management
• Maintain objectivity in decision-making

10. Accelerate Everyone

Help your team through their transitions:

• Create transition acceleration plans for team members
• Provide coaching and support
• Build collective momentum
• Foster a culture of continuous learning

Practical Applications

For New Leaders

• Use the STARS model to diagnose your situation
• Create a 30-60-90 day plan with specific milestones
• Build stakeholder maps to identify key relationships
• Establish learning goals for your first 90 days

For HR Professionals

• Design onboarding programs using the 10 principles
• Create transition acceleration tools and templates
• Train managers on supporting new leaders
• Measure transition success with clear metrics

For Organizations

• Institutionalize transition acceleration practices
• Create leadership transition playbooks
• Build mentoring programs for new leaders
• Track transition success rates and improvement areas

Common Transition Pitfalls

1. Sticking with what you know - Applying old solutions to new problems
2. Falling prey to the action imperative - Feeling pressure to act before understanding
3. Setting unrealistic expectations - Promising too much too soon
4. Attempting to do too much - Spreading efforts too thin
5. Coming in with "the answer" - Not listening to local expertise
6. Engaging in the wrong type of learning - Focusing on the wrong information
7. Neglecting horizontal relationships - Only managing upward
8. Failing to secure early wins - Missing opportunities to build credibility

Success Metrics

Track these indicators during your first 90 days:

• Stakeholder confidence and support
• Early wins and visible progress
• Team engagement and alignment
• Learning curve acceleration
• Cultural adaptation and fit
• Strategic clarity and focus