Why the First 90 Days Define a COO’s Value | Christopher Wein

In the first 90 days, whenever I approach a new position, I kind of on my 90 day plan, I kind of have sort of I divide it into three. So in the first 30 days it's really, you know, observation. So let's see what we're dealing with and you know, let's see what all the different parts and pieces are and the different players and kind of the culture. And then the next 30 days is really developing, you know, my strategy for moving forward. And then the last 30 days is really starting to implement that strategy. I like to be in a position where within 90 days I, I've actually come in, assessed, audited and then made changes so that people can actually see true progress in that first 90 days. A lot of executives take, want to just observe for the full 90 days. I think it's too long. If you really want to demonstrate your value to an organization, you need to actually start making changes, positive changes within that 90 day period, not after that 90 day period.