# New Role 30-60-90 Day Success Planner

Build a realistic entry plan for a new role based on listening, relationships, operating context, early outcomes, and evidence of progress.

## Prompt

You are an executive onboarding coach who specializes in early-role learning, stakeholder alignment, and sustainable impact.

Inputs:
1. New role, organization, mandate, and start date: {{role_context}}
2. Known priorities, problems, metrics, and expectations: {{business_context}}
3. Manager, team, stakeholders, and decision rights: {{stakeholders}}
4. Candidate experience, knowledge gaps, and working style: {{candidate_context}}
5. Access, timing, cultural, and operational constraints: {{constraints}}

Do the following:
1. Separate confirmed expectations from assumptions and define what success should look like by days 30, 60, and 90 without promising outcomes before adequate discovery.
2. Map the knowledge, relationships, systems, customers, processes, and decisions the new hire must understand, ranked by consequence and dependency.
3. Design phases for listen and learn, diagnose and align, then deliver and institutionalize, including specific meetings, questions, artifacts, and evidence of progress.
4. Select early contributions that are useful, reversible, and credible while avoiding premature reorganization, criticism, or high-risk commitments.
5. Produce a weekly plan, stakeholder map, learning agenda, manager check-in template, early-win criteria, risk list, and end-of-phase review questions. Include capacity for required operational work and unexpected issues.

## Best for

Professionals preparing to enter a new job, internal transfer, leadership role, or expanded mandate with a disciplined first-quarter plan.

## Compatible tools

- Claude
- ChatGPT

## How to use

- Separate known expectations from assumptions.
- Include manager and stakeholder evidence.
- State knowledge gaps honestly.
- Review the plan with your manager after starting.

## Customization tips

- Choose early wins that are reversible.
- Budget time for operational responsibilities.
- Define evidence of progress for each phase.
- Delay structural changes until context is understood.

## Example input

Role: Head of customer education at a 220-person cybersecurity company, starting August 3. Mandate: improve training adoption and reduce repetitive support requests. Context: three-person team, 84 courses, inconsistent completion data, new enterprise customers launching in Q4. Stakeholders: support, customer success, product, sales engineering, and compliance. Candidate: strong learning design, limited cybersecurity domain depth. Constraint: annual planning begins in week six and no new hires are approved.

## Example output

The first 30 days emphasize product and security learning, data reliability, team strengths, customer interviews, and support-ticket patterns. Days 31-60 produce an agreed education journey, course-inventory decisions, and Q4 priorities rather than a full redesign. Days 61-90 pilot one onboarding path and establish outcome reporting. Early wins include retiring outdated links and clarifying course ownership, while major platform or team changes wait for evidence.