When hiring an executive, it’s crucial to remember that 90 days is plenty of time to know whether they’ll thrive or struggle in your organization. While many leaders may hope to give new executives more time, waiting longer can allow challenges to deepen, resulting in missed opportunities for growth. Here are three insights on why 90 days is enough to make the call, and tips on what to do if you're unsure at that mark.
1. Clear Role Expectations and Early Wins Are Key
In the first 90 days, your new executive should have clear objectives and measurable goals. Whether it’s gaining traction on a key project or earning buy-in from the team, early wins are essential to showing their ability to lead. If the executive hasn’t achieved tangible progress or failed to build relationships in this timeframe, it’s a red flag.
Tip: If your executive lacks clear goals, start by defining short-term wins aligned with strategic objectives. Meet regularly to ensure they’re on track and assess how they’re building influence within the team.
2. Adaptability and Cultural Fit Are Apparent Quickly
Your organization’s culture is the soil in which an executive must grow. In 90 days, it’s clear whether they’re adaptable and can navigate the internal culture. Those who integrate themselves well into the team, build trust, and demonstrate flexibility are more likely to succeed long-term. Executives who resist adapting or struggle to connect with others often signal that they may never fit.
Tip: Assess cultural alignment early by encouraging feedback loops from peers and direct reports. If you notice friction or a lack of enthusiasm for cultural norms, consider why. Is it a coaching issue or a deeper mismatch?
3. Decision-Making and Leadership Style Are on Display
Within 90 days, an executive’s decision-making process and leadership style should be evident. Are they proactive or reactive? Are they stressed or relaxed? Do they take ownership of their department's challenges and opportunities? Great leaders show initiative and provide clear direction early on. If your executive hesitates to make decisions or constantly defers responsibility, it’s a strong indicator of future struggles.
Tip: Ensure your executive is empowered to make decisions within their first 90 days. If they haven’t stepped up, consider whether they have the tools to lead effectively or if they’re simply risk-averse. Leadership coaching may be necessary, but trust your instincts if they’re consistently playing it safe.
What to Do if You're Unsure
If you haven’t set your executive up for success during the first 90 days, take immediate action. Conduct a mid-90-day review where you assess both their progress and your onboarding process. Clarify any gaps in expectations or support, and provide actionable feedback to give them a final window to course-correct.
Ultimately, 90 days is long enough to know if an executive will thrive. Remember, you hired them for a reason, but don’t be afraid to move on if they aren’t meeting expectations. Your company’s success depends on having the right leadership in place—act decisively for the best outcomes.