The First 90 Days: A Framework for Any Major Organizational Change

Over the years, I've developed a framework for the first 90 days of any major engagement. It started in turnaround work, but I've found it applies to almost any significant organizational change.

• New leadership transition? First 90 days.

• Major strategic initiative? First 90 days.

• Post-merger integration? First 90 days.

• Stepping into a new role? First 90 days.

The framework creates structure when things feel uncertain. It builds momentum when the path forward isn't clear.

Here's how it works.

The Three Questions I Always Start With

Before diving into analysis, I ask three questions:

"Why now?"

What's happening that made this the moment for change? The answer is never as simple as it seems. There's always something underneath - a catalyst, a breaking point, an opportunity that finally became undeniable.

Understanding the "why now" tells you what's really driving the situation.

"Where's the passion?"

What does leadership actually care about? Not the mission statement. The thing that gets them out of bed. The work they'd do even if no one was watching.

When you understand where the passion is, you understand what success really looks like.

"When was this organization at its best?"

This is my favorite question. It reveals capability.

Every organization has moments when everything clicked. When the team was firing on all cylinders. When impact was undeniable.

That capability doesn't disappear. It gets buried under complexity, distraction, or dysfunction. Understanding peak performance tells you what's possible.

Days 1-30: Listen and Learn

The first month isn't about fixing anything. It's about understanding reality.

I focus on:

→ Cash position and runway - Where do we actually stand financially?

→ Revenue mix - Where does money come from, and what are the concentration risks?

→ Key relationships - Who are the stakeholders that matter most?

→ Team capabilities - Who can be part of the solution?

→ Cultural patterns - How do things actually work around here?

But mostly, I listen.

To leadership. To staff. To board members. To key funders. To longtime supporters.

Everyone has a perspective on what's working and what isn't. The pattern across all those conversations reveals the truth.

Resist the urge to act in the first 30 days. Use the time to understand.

Days 31-60: Focus and Stabilize

Now we can act - on what matters most.

The temptation is to fix everything at once. That's a mistake.

You have limited capital in any change situation - financial capital, political capital, emotional capital. You need to spend it wisely.

Days 31-60 are about:

→ Addressing the urgent - What can't wait?

→ Quick wins - What builds confidence and momentum?

→ Key conversations - What relationships need attention?

→ Short-term clarity - What does the next quarter look like?

The goal is to create stability. Not to rebuild everything. Just to create enough solid ground that forward movement becomes possible.

Days 61-90: Direction and Momentum

With stability established, you can look forward.

This phase focuses on:

→ Realistic planning - What's actually achievable in the next 12-24 months?

→ Strategic options - What paths are available?

→ Accountability structures - How will we measure progress?

→ Communication - How do we bring stakeholders along?

By day 90, you should have:

• A clear-eyed view of where things stand.

• A credible path forward.

• Momentum building in the right direction.

• Stakeholders aligned on next steps.

Why This Framework Works

Three reasons:

1. It respects complexity.

Big changes are complicated. This framework gives you permission to understand before you act.

2. It creates structure.

When things feel chaotic, having a clear framework creates confidence - for you and for everyone watching.

3. It builds momentum gradually.

Big changes fail when they try to do everything at once. This framework sequences action in a way that builds sustainable progress.

Applying This to Your Situation

You don't need to be in crisis to use this framework.

Starting a new role? Use the first 90 days to listen, understand, and build credibility before making big changes.

Launching a major initiative? Use the framework to sequence your approach.

Navigating a transition? Use the structure to maintain clarity when things feel uncertain.

The framework adapts to almost any situation where something significant is changing.

The common thread: understanding before action, focus before breadth, and sustainable momentum over dramatic gestures.