Lesson 6: Making a Stellar First Impression

Objectives

By the end of this lesson, you’ll be able to: - Navigate your first 90 days in a new role strategically - Build effective relationships with key stakeholders - Understand unwritten workplace rules and culture - Establish your professional reputation from day one - Balance quick wins with long-term value creation

Introduction

The first three months in a new role are critical. During this period, you establish patterns, relationships, and perceptions that can influence your success for years to come. Yet many professionals approach this crucial time without a clear strategy, missing the opportunity to intentionally shape how they’re perceived and position themselves for long-term success.

In this lesson, we’ll explore how to make a stellar first impression that goes beyond simply avoiding mistakes. You’ll learn how to strategically approach your initial period in a new role, building the foundation for a successful and fulfilling experience from day one.

Deconstruction: Making a Stellar First Impression

Step 1: Prepare Before You Begin

Success in a new role starts before your first day.

Pre-Start Preparation:

Company research: Deep understanding of the organisation’s current situation
Industry context: Broader trends affecting the company and role
Team structure: Reporting relationships and key collaborators
Role expectations: Clear understanding of priorities and success metrics
Personal branding: How you’ll present yourself from day one

Exercise: Pre-Start Research Plan

Create a structured research plan covering: - Company website, annual reports, and recent press releases - Industry news and analyst reports - LinkedIn profiles of team members and leadership - Glassdoor reviews and company culture information - Products, services, and customer feedback

Compile your findings in a simple document that you can reference during your first weeks.

First Impression Planning:

Professional appearance: Appropriate dress for the company culture
Communication style: How you’ll introduce yourself and your background
Questions prepared: Thoughtful inquiries that demonstrate engagement
Early relationship building: Initial connections you want to establish
Day one logistics: Practical details to ensure a smooth start

Exercise: First Day Preparation

Create a checklist covering: - What to wear (slightly more formal than the everyday dress code) - Your concise professional introduction (30-second version) - 5-7 questions that demonstrate your engagement and preparation - Items to bring (notebook, relevant documents, personal items) - Logistics (route, parking, building access, arrival time)

Step 2: Develop a Strategic 30-60-90 Day Plan

A structured plan for your first three months provides direction and demonstrates professionalism.

The Purpose of a 30-60-90 Day Plan:

Clarifies your understanding of priorities and expectations
Demonstrates strategic thinking and organisation
Provides a framework for regular progress assessment
Helps manage your manager’s expectations
Serves as a roadmap during a potentially overwhelming period

Exercise: 30-60-90 Day Plan Development

Create a plan with specific goals for each period:

First 30 Days (Learning Phase): - Meet key stakeholders and begin relationship building - Understand current processes, challenges, and opportunities - Learn systems, tools, and resources - Identify quick wins that demonstrate value - Establish regular communication patterns with your manager

Days 31-60 (Contributing Phase): - Begin implementing improvements to existing processes - Take on greater responsibility in core job functions - Provide initial insights based on your observations - Deepen key relationships across the organisation - Deliver on your identified quick wins

Days 61-90 (Leading Phase): - Develop or refine strategic initiatives aligned with team goals - Take ownership of key projects or responsibilities - Propose innovative solutions to identified challenges - Establish yourself as a resource within your area of expertise - Set longer-term goals and development objectives

Plan Flexibility:

Remember that your plan should be: - Shared with your manager for alignment and feedback - Adjusted based on new information and changing priorities - Specific enough to guide action but flexible enough to adapt - Focused on both learning and contributing

Step 3: Master Stakeholder Mapping and Relationship Building

Your success depends not just on what you know, but who you know and how you work with them.

Stakeholder Mapping Process:

Identification: Determining who influences your success
Analysis: Understanding their priorities, working styles, and expectations
Engagement planning: Developing strategies for building effective relationships
Value creation: Identifying how you can help each stakeholder succeed

Exercise: Stakeholder Mapping

Create a stakeholder map with four categories: 1. Direct Impact (your manager, immediate team, direct reports) 2. Strong Influence (senior leaders, cross-functional partners, key clients) 3. Support Network (HR, IT, administrative staff, mentors) 4. External Relationships (customers, vendors, industry contacts)

For each key stakeholder, note: - Their role and how it relates to yours - Their priorities and pain points - Their communication preferences - How you might provide value to them - Initial relationship-building approach

Relationship Building Strategies:

One-on-one meetings: Request brief introductory conversations
Active listening: Focus on understanding before being understood
Value-first approach: Look for ways to help before asking for help
Consistent follow-through: Do what you say you’ll do, every time
Appropriate visibility: Share progress and give credit generously

Exercise: Relationship Building Plan

For your top 5-7 stakeholders, create a specific plan for: - When and how you’ll initiate contact - Questions you’ll ask to understand their perspective - Potential areas where you might collaborate - Regular check-in cadence to maintain the relationship

Step 4: Decode Workplace Culture and Unwritten Rules

Every organisation has its own culture and unwritten rules that significantly impact success.

Cultural Elements to Observe:

Communication patterns: Email vs. meetings, formal vs. casual, response times
Decision-making processes: Who has influence, how consensus is built
Work rhythms: Core hours, flexibility expectations, meeting norms
Recognition systems: How success is measured and acknowledged
Social norms: Team interactions, lunch habits, social events

Exercise: Cultural Observation Journal

During your first few weeks, maintain a simple journal noting: - How decisions are made in different contexts - Which behaviours seem to be rewarded or discouraged - Communication patterns among successful team members - Unspoken expectations about work hours, availability, and responsiveness - How conflicts or disagreements are handled

Decoding Unwritten Rules:

Observe successful colleagues: Note what they do differently
Find cultural translators: Colleagues who can explain “how things work here”
Test carefully: Gradually adapt your approach based on observations
Seek feedback: Ask your manager about unstated expectations
Respect while questioning: Honor the existing culture while thoughtfully suggesting improvements

Exercise: Cultural Integration Strategy

Based on your observations, develop a strategy for: - Adapting your work style to align with cultural expectations - Identifying which aspects of the culture are non-negotiable vs. flexible - Maintaining your authentic self while fitting into the team - Gradually introducing new ideas in culturally acceptable ways

Step 5: Deliver Strategic Quick Wins

Early accomplishments build credibility and momentum.

Characteristics of Effective Quick Wins:

Visible: Easily noticed by key stakeholders
Valuable: Addresses a real need or pain point
Achievable: Realistic within your first 60 days
Low-risk: Unlikely to create unexpected problems
Aligned: Supports team and organisational priorities

Exercise: Quick Win Identification

Identify 3-5 potential quick wins by: - Listening for pain points mentioned by colleagues - Looking for inefficient processes that could be improved - Identifying knowledge or skills you bring that fill a current gap - Finding small but meaningful ways to support team goals

For each potential quick win, assess: - Implementation time and difficulty - Potential impact and visibility - Resources and support required - Risks and potential resistance

Quick Win Implementation Strategy:

Validate first: Confirm your understanding of the need
Set expectations: Communicate what you’re doing and why
Execute excellently: Deliver high-quality results
Document impact: Measure and share the outcomes
Give credit: Acknowledge all contributors to the success

Exercise: Quick Win Action Plan

For your top 2-3 quick wins, create a simple action plan with: - Specific steps and timeline - Required resources and support - Stakeholders to involve or inform - Success metrics - Follow-up and communication plan

Step 6: Balance Learning and Contributing

The tension between absorbing information and demonstrating value is central to your first 90 days.

The Learning-Contributing Balance:

Too much learning: May appear passive or hesitant
Too much contributing: May make uninformed decisions or appear arrogant
Optimal balance: Thoughtful contributions based on both new perspectives and growing understanding

Exercise: Learning Plan Development

Create a structured learning plan that includes: - Key documents to review and understand - Systems and tools to master - Processes to observe and learn - People to learn from (subject matter experts) - Industry or role-specific knowledge to acquire

Prioritise these learning needs based on: - Importance to immediate job performance - Complexity and learning curve - Availability of resources and support - Connection to your early deliverables

Strategic Contributing Approaches:

Ask thoughtful questions: Demonstrate engagement while gathering information
Offer observations: Share insights as “I’ve noticed…” rather than “You should…”
Volunteer strategically: Take on tasks that showcase your strengths
Connect ideas: Bridge between your previous experience and the new context
Provide options: Suggest alternatives rather than singular solutions

Exercise: Contribution Progression

Map out how your contributions will evolve over your first 90 days: - Week 1-2: Primarily questions and observations - Week 3-4: Suggestions and assistance on existing projects - Week 5-8: Leading small initiatives with guidance - Week 9-12: Taking ownership of defined responsibilities

Real-World Application

Let’s see how this works in practice:

Michael joined a marketing team at a financial services company. Before his start date, he researched the company’s recent campaigns, industry trends, and team structure. He prepared a draft 30-60-90 day plan and shared it with his manager during their first meeting, demonstrating his strategic approach.

During his first month, Michael focused on relationship building, meeting one-on-one with team members and key stakeholders from sales, product, and compliance departments. He maintained a cultural observation journal, noting the team’s preference for detailed documentation and formal approval processes.

For quick wins, he identified that the team struggled with social media analytics. Drawing on his previous experience, he created a streamlined dashboard that consolidated key metrics, making reporting more efficient. This demonstrated his technical skills while solving a real team pain point.

By day 60, Michael had transitioned from primarily learning to actively contributing, taking ownership of a campaign for a new product launch. He balanced adapting to the company’s formal processes while thoughtfully suggesting improvements to the creative review workflow.

By the end of his first 90 days, Michael had established himself as both a team player who respected the existing culture and an innovator who could bring fresh perspectives. His manager highlighted his strategic onboarding approach in his first performance discussion.

Common Pitfalls to Avoid

Trying to change too much too quickly: Pushing for major changes before understanding the context
Staying in your comfort zone: Focusing only on familiar aspects of the role
Failing to adapt: Rigidly maintaining previous work styles regardless of cultural fit
Information overload: Trying to learn everything at once rather than prioritising
Isolation: Not proactively building relationships across the organisation

Practical Tips for Success

Schedule regular check-ins with your manager to ensure alignment and get feedback
Find a “culture guide” – an experienced colleague who can help you navigate unwritten rules
Document your learnings and accomplishments throughout your first 90 days
Be patient with yourself – mastering a new role and environment takes time
Maintain a learning mindset while demonstrating your value through thoughtful contributions

Conclusion

Making a stellar first impression isn’t about perfection—it’s about approaching your new role with strategy, awareness, and intentionality. By preparing thoroughly before you begin, developing a structured 30-60-90 day plan, mapping and building key relationships, decoding the workplace culture, delivering strategic quick wins, and balancing learning with contributing, you set yourself up for both immediate success and long-term growth.

Remember, your first 90 days are just the beginning of your journey in a new role. The foundation you build during this period—the relationships, reputation, and work patterns you establish—will continue to support your success long after the initial onboarding period ends.

In our next lesson, we’ll explore how to build your professional brand, developing a reputation that opens doors and creates opportunities throughout your career.

Reflection Questions

What aspects of starting a new role have been most challenging for you in the past?
Which stakeholder relationships will be most critical to your success in your current or future role?
What quick wins might you identify that would demonstrate your value early in a new position?
How might you better balance learning and contributing during your initial period in a role?

Remember, the goal isn’t a perfect first impression, but a thoughtful, strategic approach that positions you for long-term success.

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