Tips for Succeeding in New Roles

The first 90 days can make or break careers. As a Chief People Officer, I've seen it go both ways. Here’s how to get it right from day one: 1. Listen Before You Lead ✅ Spend your first weeks learning, observing, and asking smart questions. ❌ Rush to fix things before you understand how they work. 2. Learn the Culture ✅ Pay attention to how decisions are really made and who influences them. ❌ Assume what worked in your last job will work here. 3. Build Real Relationships ✅ Meet people across teams and understand what matters to them. ❌ Stick to your immediate circle or join cliques. It limits your view. 4. Clarify What Success Looks Like ✅ Align early with your manager on goals and priorities. ❌ Don’t: Wait until review time to ask if you’re on the right track. 5. Create Small Wins Fast ✅ Find one meaningful problem to solve that shows impact. ❌ Chase perfection or overpromise, you’ll burn out fast. 6. Communicate Often ✅ Keep your manager updated with progress, questions, and insights. ❌ Work in silence and hope your results speak for themselves. 7. Ask for Feedback and Use It ✅ Request honest feedback early and show how you’re applying it. ❌ Get defensive or take it personally. Growth takes humility. 8. Show You’re in It for the Long Game ✅ Bring consistency, curiosity, and collaboration every day. ❌ Focus only on short-term wins or proving you’re the smartest in the room. Your first 90 days are your foundation. They build trust, credibility, and momentum, or they don’t. What’s one thing you wish you’d known in your first 90 days? Lets discuss in the comments👇 ♻ Repost if someone on your team is starting a new role. ✅ Follow Emma King for insights on leadership, culture, and people

Starting a New Role? Here Are the Top 5 Ways to Maximize Your Value from Day 1 New roles come with pressure. Imposter syndrome. Too many docs. Too few answers. And everyone saying, “Take your time.” (Even though the clock is already ticking.) But here’s the truth: You don’t need to know everything. You just need to create signal early. Here’s how I maximize my value in the first 30 days of any new role: 1/ I learn the business before I touch the tools ↳ What does the company care about? ↳ What’s the mission, the metric, the money? ↳ I don’t get lost in process before I understand purpose 2/ I ask the questions no one else is asking ↳ “Why do we do it this way?” ↳ “What does success look like here?” ↳ Early curiosity reveals hidden problems…and unlocks early wins 3/ I map people, not just org charts ↳ Who moves work? Who blocks it? Who has the context? ↳ Influence runs deeper than the hierarchy ↳ I build trust before I need it 4/ I find a problem no one owns…and quietly start fixing it ↳ Doesn’t need to be big ↳ Just something painful, repeated, and ignored ↳ Creating value without being asked builds instant credibility 5/ I narrate my learning out loud ↳ “Here’s what I’m observing, and here’s how I’m thinking about approaching it” ↳ Visibility without ego ↳ People trust what they can see Starting strong isn’t about knowing everything. It’s about becoming useful faster than expected. 📬 I share weekly systems for high-trust, high-clarity execution in The Weekly Sync: 👉 https://lnkd.in/e6qAwEFc What’s your #1 move when starting something new?

Reflections on My First Month in a New Role I've officially wrapped up my first month in my new role! The first two weeks were a balancing act of transitioning out of my previous position while ramping up for the new one. The last two weeks have been fully immersed in this next chapter. Here are a few key takeaways from the experience: 1. Changing Roles is Challenging After 3.5 years in my previous role, I had reached a level of comfort and expertise. Stepping into something new means embracing the unknown. It can be frustrating not knowing all the answers—how things are done, where information is stored, or whether something is documented. But discomfort is part of growth; learning to be comfortable with being uncomfortable is essential. 2. Impostor Syndrome is Real Every time I change roles, I notice a familiar cycle. During the interview process, I feel excited and confident. But once I accept the role and before officially starting, doubts creep in—Am I good enough? Can I do this? Did I bite off more than I can chew? Since starting a new role is inherently difficult, impostor syndrome often intensifies these doubts. 3. Building Momentum Through Early Wins To combat the challenges of a new role and impostor syndrome, I take action. I prioritize meeting with colleagues to understand their roles and how we’ll collaborate. I read extensively—internal documentation, SOPs, and external resources—to get up to speed on relevant technologies. Identifying early wins helps build momentum and credibility with my new team and leadership. 4. The Right Mindset Makes All the Difference Having transitioned roles every few years for the past 25 years, I’ve learned that adaptation is a skill. I develop a transition plan to keep me grounded and focus on bringing my authentic self to the role. In backfill roles, I don’t try to replicate my predecessor—I bring my own experience, skills, quirks, and yes, even my dad jokes. Trying to be someone else leads to constant comparisons, but owning the role in my own way allows me to shape it for success. Looking Ahead Overall, it has been a successful first month. I’ve achieved some early wins, built strong relationships with a welcoming team, and am laying the foundation for future success. For those who have recently changed roles or will be transitioning in 2025, I hope these insights help you navigate the journey ahead. Let’s embrace the growth that comes with change!

As I coach, I often see professionals believing that doing more of what they did in the past will also get them success in the new role. After all, it is what got them promoted! This often leads to disappointment and frustration. Remember the famous saying - What got you here will not take you there. Here are some steps to get you started -  𝐂𝐥𝐚𝐫𝐢𝐟𝐲 𝐭𝐡𝐞 𝐫𝐞𝐬𝐩𝐨𝐧𝐬𝐢𝐛𝐢𝐥𝐢𝐭𝐢𝐞𝐬 𝐨𝐟 𝐭𝐡𝐞 𝐫𝐨𝐥𝐞. Do not hesitate to ask for the projects you want to be involved within the next 6-12 months.  𝐂𝐨-𝐜𝐫𝐞𝐚𝐭𝐞 𝐭𝐡𝐞 𝐦𝐞𝐚𝐬𝐮𝐫𝐞𝐬 𝐨𝐟 𝐬𝐮𝐜𝐜𝐞𝐬𝐬. Define what success will look like and how it will be measured with your boss and stakeholders. Ask your stakeholders how you can support them better. Clarify and set expectations of performance. 𝐓𝐡𝐢𝐧𝐤 𝐚𝐛𝐨𝐮𝐭 𝐰𝐡𝐚𝐭 𝐲𝐨𝐮'𝐥𝐥 𝐧𝐞𝐞𝐝 𝐭𝐨 𝐬𝐮𝐜𝐜𝐞𝐞𝐝 𝐢𝐧 𝐲𝐨𝐮𝐫 𝐧𝐞𝐰 𝐫𝐨𝐥𝐞. Identify your strengths and available resources, as well as your weaknesses. Set developmental goals and plan how you will learn - the trainings you will attend and mentors you will take support from.   𝐃𝐞𝐯𝐞𝐥𝐨𝐩 𝐭𝐡𝐞 𝐩𝐥𝐚𝐧 𝐭𝐨 𝐚𝐜𝐡𝐢𝐞𝐯𝐞 𝐭𝐚𝐫𝐠𝐞𝐭𝐬 𝐰𝐢𝐭𝐡 𝐲𝐨𝐮𝐫 𝐭𝐞𝐚𝐦. Including the team in planning makes them feel invested in the team's success. Put in place the governance to track progress.   𝐀𝐬𝐬𝐞𝐬𝐬 𝐲𝐨𝐮𝐫 𝐭𝐞𝐚𝐦'𝐬 𝐬𝐭𝐫𝐞𝐧𝐠𝐭𝐡𝐬, the right roles and projects for them, and the tools and training they need to perform in their roles.  𝐂𝐫𝐞𝐚𝐭𝐞 𝐚 𝐬𝐚𝐟𝐞 𝐬𝐩𝐚𝐜𝐞 for your team to highlight risks, share challenges, and seek support. 𝐂𝐫𝐞𝐚𝐭𝐞 𝐜𝐫𝐨𝐬𝐬-𝐟𝐮𝐧𝐜𝐭𝐢𝐨𝐧𝐚𝐥 𝐫𝐞𝐥𝐚𝐭𝐢𝐨𝐧𝐬𝐡𝐢𝐩𝐬. Know the ecosystem and the people you will need to succeed in this ecosystem. In addition to your stakeholders, there are peers you need support from, e.g., information, timely delivery of their part of the project, procuring resources, etc.  𝐅𝐢𝐧𝐝 𝐦𝐞𝐧𝐭𝐨𝐫𝐬 who are comfortable dealing with situations that you struggle with. Seek their help to navigate broader team dynamics and gain influence. 𝐂𝐨𝐧𝐬𝐢𝐝𝐞𝐫 𝐭𝐡𝐞 𝐭𝐲𝐩𝐞 𝐨𝐟 𝐥𝐞𝐚𝐝𝐞𝐫 𝐲𝐨𝐮 𝐰𝐚𝐧𝐭 𝐭𝐨 𝐛𝐞. Use this understanding to set expectations for your team: what can they expect from you as a leader, and what behaviors do you expect from them? To summarize, proactively craft your success in the next role. Clearly define success and plan to achieve it. Set developmental goals for yourself and your team. Be curious, confident, and collaborative, and ask for help when you need it. #executivecoach #leadership #careergrowth #purposeladder

Just promoted someone to a people manager role? Here’s 5 tips to help them hit the ground running. (It’s not just a promotion, it’s a career shift. They’re going from doing the work to leading the people who do the work.) 1️⃣ Shift the mindset first. Being great at a job doesn’t automatically make someone great at managing. Managing people is a skill, not a reward for hard work. Help them see that early and set them up with some skills to 'onboard' into this new role. 2️⃣ Stop the hero complex. Most new managers think they're expected to have all the answers. (they think that expectation is coming from those that promoted them and the team). That’s exactly how overwhelm kicks in. Their job isn’t to save the day. It’s to set others up to succeed. Trust beats micromanaging every time. 3️⃣ Teach them the art of hard conversations. Conflict is part of the gig. It’s healthy when done well. Help them get comfortable with the uncomfortable - problems don’t fix themselves and their role is to work through them productively with the team. 4️⃣ Help them unlearn old habits. They were promoted because they were great at the job. But now their job isn’t to do the work, it’s to help others do it well. That shift takes practice. 5️⃣ Give them a support system. Managing people can feel pretty isolating at the start. Connect them with mentors, peer groups or learning that helps in the moment they need it. No one figures this stuff out alone. (I figured a lot of it out through making mistakes) Becoming a manager isn’t about climbing the ladder and ticking that promotion box - it’s about helping a team grow, not just get by. 🧠 What’s the best advice you’ve seen for new managers? 👉 P.s. If your new managers need to build these skills quickly, these lessons in Learna are a solid place to start: 'Switch from Doer to Leader' by Alana Bennett (know which mode you need to be in and when): https://lnkd.in/guFZWjZ4 'Fix the tension before it blows up' by Wade Kingsley (for steps and scripts on handling friction early): https://lnkd.in/gYKev9ep 'From mate to manager' by Leeat Bosco (the reset convo to navigate the relationship shift): https://lnkd.in/gdac6Ahe 'Connect when you don't click' by Lucy Allen (because you can't just manage people like you): https://lnkd.in/giGhZi2f 'Manage your team without doing it all' by Lauren Humphrey (steps to get you to this place': https://lnkd.in/ga3t_4xa 'Knowing how to delegate' by Richard Wentworth-Ping (tips on the comms that come with delegating and setting expectations clearly): https://lnkd.in/gMTCRZS3 #peopleskills #managertips #newmanager #teammanagement #learnatwork #microlearning

Recently, we’ve had SEs & AEs start at incredible companies like Salesforce, Databricks, and ServiceNow 🙌 But once you’ve landed your dream role, the question becomes: 𝗛𝗼𝘄 𝗱𝗼 𝘆𝗼𝘂 𝘀𝗲𝘁 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳 𝘂𝗽 𝗳𝗼𝗿 𝘀𝘂𝗰𝗰𝗲𝘀𝘀? Your first 6 months are arguably the most important! It’s when you make your first impression. It sets the tone for your entire time at the company. 𝗛𝗲𝗿𝗲 𝗮𝗿𝗲 𝗺𝘆 4 𝗠𝗨𝗦𝗧𝗦 𝘄𝗵𝗲𝗻 𝘆𝗼𝘂 𝘀𝘁𝗮𝗿𝘁 𝗮 𝗻𝗲𝘄 𝗷𝗼𝗯👇 (1) 𝗡𝗲𝘁𝘄𝗼𝗿𝗸 𝗮𝗰𝗿𝗼𝘀𝘀 𝘁𝗲𝗮𝗺𝘀: - Don’t get siloed in your own team or department. - Build as many meaningful bridges you can. - Be intentional and proactive about building relationships across the org. It's one of the best ways to learn and build social capital. (2) 𝗖𝗼𝗻𝗻𝗲𝗰𝘁 𝘄𝗶𝘁𝗵 𝘁𝗵𝗲 𝗽𝗲𝗼𝗽𝗹𝗲 𝘄𝗵𝗼𝘀𝗲 𝗷𝗼𝗯𝘀 𝘆𝗼𝘂 𝗶𝗺𝗽𝗮𝗰𝘁: - Understand how your work influences other roles. - Learn where challenges exist, and start being part of the solution. (3) 𝗕𝗲 𝗿𝗲𝘀𝗼𝘂𝗿𝗰𝗲𝗳𝘂𝗹 - Don’t wait for someone to hand you the answers—find them. - Learn where to access documentation, tools, and resources. - Take excellent notes and stay organized. - Do your research and then ask questions. Demonstrate your ability to take ownership and figure things out independently. (4) 𝗧𝗮𝗸𝗲 𝗶𝗻𝗶𝘁𝗶𝗮𝘁𝗶𝘃𝗲 𝗲𝗮𝗿𝗹𝘆 - Don’t just follow the typical ramp plan—go beyond it. - Get through the training content quickly and start contributing quickly. If there are opportunities to get visibility with leadership, 𝙖𝙡𝙬𝙖𝙮𝙨 say yes! --- I've lived by these practices and it's made all the difference for my career and earnings. It's how you start contributing sooner and get promoted faster 🔥 What else would you add to the list?!

Landing a new job is exciting—but it’s also a reset. For my clients stepping into new roles, it often means meeting new people, navigating a new culture, and establishing their brand all over again. Even if you were a rock star in your last organization, your new colleagues don’t know that. And what made you shine before may not fully align with your new responsibilities. So, how can you make the right impression and set yourself up for success? 1. Listen first, speak second. Take time to understand the culture, key priorities, and dynamics before offering bold solutions. Observing and asking thoughtful questions shows respect and builds trust. 2. Clarify expectations early. Don’t assume your role is exactly as outlined in the job description. Ask your manager what success looks like in the first 90 days, six months, and beyond. 3. Build relationships strategically. Identify key stakeholders and connect with them early. Show curiosity about their work and ask how you can support their goals. Strong alliances are built on mutual understanding and trust. 4. Show, don’t just tell. Actions speak louder than résumés. Start delivering small wins that demonstrate your value. Over time, your reputation will grow naturally. 5. Adapt and evolve. Be open to learning new ways of working and adjusting your style. Flexibility signals that you’re not just bringing old habits but are ready to contribute in new ways. Starting a new role is a unique opportunity to reinvent and reintroduce yourself. What’s the first impression you want to leave? How do you ensure you get off on the right foot in a new job?

Want to make your first 90 days in a new role a success? Start with these 3 simple tips.   Starting a new job is never easy. Even if you’ve done similar work before, every company is different. New environment, new processes, new people; everything feels unfamiliar at first. And let’s be honest, it’s not just about the tasks. As a new colleague, you face a triple challenge: ➡️ The role itself is new. ➡️ You feel like your manager and your mentors are watching every move. ➡️ You have high expectations of yourself; you want to prove your value quickly. Over the past 20 years, I’ve mentored many new colleagues in different roles and teams. Here are the 3 most important tips I always share with them: 1️⃣ Don’t be afraid to ask questions. If you don’t understand something or even if you’re just not sure ask for clarification. It’s much better to double-check than to do something wrong. Nobody will think you are not good enough. In fact, asking shows responsibility and professionalism. 2️⃣ Build relationships from day one. Learning fast is important but building strong relationships is even more important. Most work today is done in teams. Introduce yourself, connect with your colleagues, and show that you’re open and approachable. Don’t wait, take the first step. 3️⃣ Stay humble. Of course, you want to show that you’re capable. But pushing too hard or trying to be in the spotlight too soon can backfire. Instead, focus on listening, learning, and contributing in a balanced way. Your results will speak for you. If you follow these 3 simple tips, your first 90 days won’t be a stressful challenge, they will become the foundation for your long-term success. #CareerMoment #LinkedInNewsEurope

When I got promoted, I asked my manager: “𝗪𝗵𝗮𝘁 𝘀𝗵𝗼𝘂𝗹𝗱 𝗜 𝗯𝗲 𝗱𝗼𝗶𝗻𝗴 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁𝗹𝘆?” Their answer? “𝗬𝗼𝘂’𝗿𝗲 𝗮𝗹𝗿𝗲𝗮𝗱𝘆 𝗱𝗼𝗶𝗻𝗴 𝗶𝘁—𝘁��𝗮𝘁’𝘀 𝘄𝗵𝘆 𝘆𝗼𝘂 𝘄𝗲𝗿𝗲 𝗽𝗿𝗼𝗺𝗼𝘁𝗲𝗱.” 🚨 𝗡𝗼𝘁 𝘁𝗿𝘂𝗲. That type of thinking can set you up to fail. Here’s why: ✔️ Your work is now measured against peers at your new level. ✔️ You’re expected to operate at a higher standard—immediately. Here's how to actually succeed in your new role: 🔹 𝗟𝗲𝗮𝗿𝗻 𝗳𝗿𝗼𝗺 𝘆𝗼𝘂𝗿 𝗽𝗲𝗲𝗿𝘀. See what makes them successful. 🔹 𝗢𝗯𝘀𝗲𝗿𝘃𝗲 𝘀𝗲𝗻𝗶𝗼𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀. What skills helped them advance? 🔹 𝗔𝘀𝗸 𝗳𝗼𝗿 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸. Not to solve problems, but to refine your approach. And be sure to watch out for the *BIG* expectation changes that happen at 𝗠𝗮𝗻𝗮𝗴𝗲𝗿 —> Shift to empowering your team effectively 𝗗𝗶𝗿𝗲𝗰𝘁𝗼𝗿 —> Shift to driving functional strategy effectively 𝗩𝗣 —> Shift to driving organizational change effectively Growth doesn’t stop with a promotion—it starts there. --- How are you learning in your newly promoted role?👇 --- #Leadership #CareerDevelopment #Coaching #StrategicLeadership #Promotion 

Starting a New Job? Read This First. The first few weeks in a new role can make or break your success. It's not just about proving yourself—it’s about understanding the landscape before making an impact. I have been guiding mid and senior career professionals to transition better and now have a chance to eat my own dogfood. Here are three things you must do: 1️⃣ Understand the Business, Not Just Your Role Don’t limit yourself to your job description. Learn how the company makes money, what drives success, and where you fit in. Ask questions, read reports, and observe. 👉 How does your new company make money? 2️⃣ Map Your Stakeholders Early Your success depends on people—your manager, peers, and cross-functional teams. Understand who matters, what they care about, and how you can collaborate effectively. 👉 Who will be your buddies on this ride? 3️⃣ Listen More, Speak Less (At First!) You bring fresh ideas, but resist the urge to jump in too soon. First, understand how things work. The best insights come from listening before speaking. 👉 People listen once you have shown that you can listen too! 💡 The best new hires aren’t the loudest—they’re the ones who learn fast, build trust, and then make an impact. That was my advice to you. What is your advice for me? What’s the best advice you’ve received when starting a new job? +++++ I am Anshuman Tiwari and I work at the intersection of People, Process, and Technology to make an impact. Globally. Follow me for more insights about work and career. Photo context - My new buddies Christopher Rhoades and Harsh V. Trehan on a cold night in London.