Interviewing for an executive position means a lot of “selling”. You need to sell the company on the idea that hiring you would get them closer to their goals. So what is the best way to show the interviewer your vision as a leader? Consider creating and presenting a 30 60 90 day plan.
What is a 30 60 90 Day Plan?
A 30 60 90 day plan details what you plan to do and accomplish within the first three months on the job. Candidates for executive and management positions are often asked to present a 30-60-90 day plan during late stage interviews.
And even if you aren’t asked to present one, it’s still a good idea to prepare a semi-formal of this document. A 30 60 90 day plan for managers can help you solidify your strategy for the position you are pursuing, and empower you to make a great case during the interview process. If you get the job, you can use it as a roadmap to get off to a fruitful start.
What Should be Included in a 30 60 90 Day Plan?
As you might expect your plan will be divided into three sections. In each section, you will outline a key objective, roadmap, priorities, goals, and metrics. You will also keep in mind the purpose of each segment of the plan.
- 30 days — Learning: Explain how you plan on settling into the new role and get to know the different aspects of the job and teams.
- 60 days — Planning: Showcase which goals you plan to pursue and what roadmap for execution you envision.
- 90 days — Execution: Talk through your game — how do you plan on delivering and what metrics you’ll use to track success.
Your plan can be presented as a document or slide show depending on how the interview will be executed (e.g. in person or via Zoom).
Sample 30 60 90 Day Plan for Managers
Below is a sample 30 60 90 day plan for a candidate looking to land an Operations and Logistics Department Manager position.
Understand the logistics of corporate operations at Acme Inc, analyze the current procurement process and levels of supply chain visibility, get acquainted with Operations, Sales, Customer Experience, IT, and Executive teams.
During the Learning phase, I will meet one on one with each team member in my department. I will also work with the IT department to conduct a brief technology audit. My goal is to hold a department meeting at that point to assess any points of friction in the current procurement cycle and identify weak areas in the supply chain. I also plan to review the current process manuals and observe production shifts firsthand.
My first priority is to learn the names, job titles, and key work functions of each member of the team. Other priorities will be:
- Understanding how technology is being used to help or hinder production processes;
- Identifying points of frustration and opportunities for improvement in the current leadership methodology.
- Getting a better picture of worker engagement and developing strategies for empowerment.
- Work with the IT team on prioritizing new investments in ERP and supply chain technologies.
To gain a significant amount of understanding about the strengths and weaknesses of each team member, management methods being deployed, current operational procedures, and how technology is being used.
I have identified the following metrics to ensure that I am progressing adequately towards the goals I have set for the first 30-60 days in the role of Operations and Logistics Department Manager:
- Learn the names of every member of the team
- Identify the key job functions of each team member
- Learn how the key production processes are executed
- Observe production troubleshooting methods in person
- Be able to name and identify the main software modules driving daily production processes
Days 60-90 is the period in which I will take on a full leadership role over the department, and develop a strategic transformation plan to be implemented over the next 12 months.
During this phase, I will work directly with the outgoing department manager, team supervisors, and HR to ensure that all necessary reporting reflects my new role. Additionally, I will take the information I gathered during my first 30 days on the job, and begin conducting strategic sessions with department stakeholders as well as representatives from IT and Finance.
My top priority will be to achieve a seamless transfer of leadership that prioritizes team morale and cohesion. Additionally, I will focus on:
- Developing a strategy to improve productivity and accuracy
- Build a technology roadmap to ensure that we are investing in the correct technologies
- Creating a worker development and mentorship program
I have identified the following goals for this period:
- Completion of technology and production strategy frameworks
- To have a fully completed technology roadmap or verification that current technology is adequately contributing to department goals
- Establishment of a salary review schedule and mentorship initiative
If you can create a detailed 30 60 90 day plan that will help the hiring team envision you executing your role with great success. Further, you will be able to use the document as a guide during the earliest months in your new role. While you may not have all the details just yet, don’t be afraid to use your assumptions and industry knowledge to draw a visionary plan.