The first 90 days

New roles don’t beat us—the voice in our head does. Quiet that enemy, and the ground gets steady.

Days 1–30 — Earn Permission.
Show up curious. Learn names, maps, and pain points. On my first command, a senior sergeant said, “Know the people before the plan.” He was right. Ask, listen, take notes. Serve first.

Days 31–60 — Deliver Small Wins.
Pick two fixes you can finish fast. Ship them. Momentum is character in motion—integrity + follow-through. I once inherited a messy report; a week of cleanup saved the team hours. Tiny win, big trust.

Days 61–90 — Multiply Trust.
Share credit, teach what you’ve learned, and invite better ideas. Influence rises when others feel seen and stronger because you’re there.

Maxwell: title gives position; relationships grant permission; results create production.
Myles Munroe: let purpose set priorities; choose an environment that grows you.

Call to Action (this week):

  • Three 15-min 1:1s to learn goals and headaches.
  • Draft a 90-day one-pager (purpose, people, problems, quick wins).
  • Ship one visible improvement by Friday.
  • Keep a “trust ledger”: promises made / kept.
  • Journal nightly: What I learned. Where I helped.

Receipts: why this 90-day plan works

  • Strong onboarding boosts retention by 82% and productivity by 70%.
  • When managers stay close in onboarding, employees are 3.4× likelier to rate it successful; “exceptional” onboarding doubles role-readiness and lifts job-fit 2.3×. (Gallup.com)
  • High-trust cultures see 50% higher productivity, 106% more energy, 76% more engagement, 74% less stress, and 13% fewer sick days—and employees are far more likely to stay.
  • Mentoring moves careers: mentees are promoted 5× more often; mentors 6× more; mentees more often see salary-grade gains. (MentorcliQ)
  • Reality check: about one-third of new hires don’t last 90 days—better onboarding cuts that churn. (Gallup.com)

You’ve got the tools. Walk the halls slowly, lift others loudly, let your work preach. The bush isn’t out there. It’s fear—already outmatched.

Reference:

 Maxwell, J. C. (2011). The 5 Levels of Leadership: Proven Steps to Maximize Your Potential. Center Street.

Maxwell, J. C. (2020). The Leader’s Greatest Return: Attracting, Developing, and Multiplying Leaders. HarperCollins Leadership.

Maxwell, J. C. (2005/2011). The 360° Leader: Developing Your Influence from Anywhere in the Organization. Thomas Nelson.

Maxwell, J. C. (1998/2007). The 21 Irrefutable Laws of Leadership. Thomas Nelson.

Munroe, M. (2008). In Charge: Finding the Leader Within You. FaithWords.

Munroe, M. (1992). Maximizing Your Potential. Destiny Image Publishers.

Munroe, M. (2014). The Power of Character in Leadership: How Values, Morals, Ethics, and Principles Affect Leaders. Whitaker House.

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The Carolyle Destiny Group

Greetings, I am pleased to introduce you to my blog site, which aims to provide a comprehensive research perspective focused on essential workplace topics such as personal development, team building, management and leadership, diversity, and much more. These topics are vital in driving organizational success in the public and private sectors. Organizational Behavior (OB) is the field of study that examines human behavior in corporate settings, exploring the interface between human behavior and the organization. My blog draws insights from this discipline to help today's organizations navigate the increasingly complex nature of the modern workplace. With over 40 years of experience serving as a Gulf War Veteran and Senior Army Warrant Officer in logistics and a retired Department of the Army civilian, human have witnessed firsthand how human behavior is ever-changing, sometimes by the minute. Furthermore, embracing diversity can profoundly impact an organization, leading to greater creativity, efficiency, effectiveness, and productivity. Ultimately, these factors contribute to the happiness of stakeholders - the American people. In the 21st century, organizations must find ways to harness the creativity of their diverse workforces to remain competitive. This involves generating ideas, enhancing social skills, and appreciating other cultures and traditions. Organizations that invest in their employees and practice diversity will benefit from the most significant workforce in the world: the American Worker. Join me as we explore the fascinating world of OB together and discover valuable insights that can help you advance your career and achieve long-term success in the workplace.

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