Stepping into a new leadership role can feel daunting—especially when it involves a major shift in responsibilities, a new location, or both. Yet, with the right preparation and coaching support, this transition can become one of the most rewarding experiences of your career.
Since 2017, I’ve specialized in one-to-one coaching for leadership transitions. Before that, I spent a decade facilitating Leadership Pipeline programs for groups of leaders. Across these experiences, one truth stands out: Day One matters. It sets the tone for everything that follows. This article is the second in a six-part series on the progressive stages of leadership transition: Before You Start; Day 1; Week 1; Month 1; Quarter 1; Quarter 2. Today, with Leadership Transition Day One, we focus on how to make Day One count.
Why Day One Is Critical
Leadership Transition Day One. First impressions are powerful. Your actions and words on this first day will shape perceptions, build trust, and influence your ability to lead effectively. A well-planned start signals confidence, clarity, and commitment.
Four Priorities for Day One
1. Assume Operational Leadership
Step into your role with confidence. Begin by understanding the current operational landscape—review key priorities, identify gaps, and acknowledge what’s working well. Share your initial observations thoughtfully; this demonstrates initiative without rushing to judgment. Pair decisiveness with curiosity—listen actively and show you’re committed to learning before acting.
2. Take Charge of the Team
Your team will be looking for direction and reassurance. Use Day One to build rapport and set expectations. Communicate your vision clearly, but keep the tone collaborative. Schedule short one-on-one conversations to understand individual priorities and challenges. Every interaction should reinforce trust and signal that you value their expertise.
3. Align with Stakeholders
Reach out to key stakeholders early. A brief introduction that conveys your goals and enthusiasm for partnership goes a long way. Prioritize listening over speaking—ask open-ended questions like:
“What’s working well right now?”
“Where do you see the biggest opportunities for improvement?”
Follow up promptly with a summary of insights and next steps. This positions you as a leader who values relationships and results.
4. Work with the Culture
Culture isn’t a handbook—it’s how decisions are made, how people communicate, and what values drive behavior. Observe before acting. Mirror communication styles, respect traditions, and stay authentic. Prepare a concise elevator pitch about your priorities and share it confidently. Aligning with culture while remaining true to your values builds credibility fast.
Voices from Experience
Leadership Transition Day One. Here’s what great onboarding feels like:
“Day One isn’t just the start of a job—it’s the start of a relationship built on trust and engagement.”
“You feel welcomed, not rushed. You understand the culture and how your work connects to the bigger picture.”
“You have a buddy or mentor who checks in and makes sure you’re not lost in the shuffle.”
What I’ve Learned from Facilitating 52 Leadership Pipeline Programs
Every transition is built on three pillars:
- Work Values – How you see your role and what matters most.
- Time Application – How you allocate your discretionary time.
- Skills – The capabilities you need to adopt and deploy.
These pillars are interdependent. Success comes from embracing all three.
Coaching for Transition
If you’re a leader in transition, you need tools, ideas, and inspiration to track progress and stay on course. A transition coach helps you:
- Clarify priorities and expectations.
- Build confidence through structured planning.
- Accelerate integration with stakeholders and culture.
My coaching process follows proven frameworks like EZI and Watkins’ First 90 Days, combined with proprietary tools such as MPV360 for progress tracking. The goal? To make your transition faster, smoother, and more impactful.
Key Principles for Success
- Structure: Work to a clear transition plan with milestones.
- Cycle: Focus on the first 120 days—30 before, 90 after.
- Development: It’s not just about process; it’s about growth.
- Observation: Listen and watch before acting—early insights are gold.
- Early Wins: Deliver quick, meaningful results to build momentum.
- Metrics: Use qualitative and quantitative measures to track progress.
Ready to make your Day One count?
If you want expert guidance through your leadership transition, let’s talk. Contact Trevor Sherman – The Leadership Coach to learn more about my coaching services.
FURTHER READING
Core frameworks for executive transitions
- Watkins, The First 90 Days (Amazon)
- HBR Subscribers ‘Onboarding Isn’t Enough’
- Egon Zehnder International (EZI) ‘Onboarding Effectiveness’
- DDI Research ‘Leaders in Transition: Progressing Along a Precarious Path’
- Functional Leader Competencies
- Business Leader Competencies
- James Wroe Active Leadership Onboarding
Evidence for the value of transition coaching
- IMD: How transition coaches accelerate executive onboarding — research-backed case for using transition acceleration advisors; aligns with promoting your coaching services. [imd.org]
- Hunt Scanlon Media overview of the Egon Zehnder/Watkins assessment — a media angle reinforcing the integration data and the culture/politics failure risk. [huntscanlon.com]
Day One priorities (ops, team, stakeholders, culture)
- Operations & early wins:
- BCG: A CEO’s First 1,000 Days Begins with the First 100 — narrative and priorities for the earliest phase; useful to support “boldness and clarity” on Day One. [bcg.com]
- McKinsey: It really isn’t about 100 days — counters the rigid 90/100-day myth with data; good balance to stress learning-before-acting while still moving fast. [mckinsey.com]
- Team leadership & quick alignment:
- McKinsey Quarterly: Starting strong—CEO transition as catalyst — strong guidance on building the team and calibrating mandate with the board; fits your “Take charge of the team.” [mckinsey.com]
- Stakeholder alignment:
- Harvard Business Publishing white paper: Why strategic alignment matters—and how to achieve it — practical alignment framework leaders can apply in their first weeks. [harvardbusiness.org]
- Culture integration:
- HBR: Onboarding New Employees in a Hybrid Workplace — Microsoft-backed data on first 90 days in hybrid settings; helpful when you advise mirroring communication styles. [hbr.org]
- Deloitte (Switzerland): Culture in M&A—managing culture change to enhance deal value — stats on culture-related failure rates; underscores your “Work with the culture” section. [deloitte.com]
Broader onboarding benchmarks & checklists
- SHRM: Complete Employee Onboarding Guide — authoritative best-practice overview; solid general reference for readers’ HR partners. [shrm.org]
- Gartner Executive FastStart — widely cited program that structures first 30/60/90 and year-one impact; useful as a comparative model. [gartner.com]
- Forbes HR Council: 20 Key Steps for Successfully Onboarding New Executives — pragmatic steps and talking points; good companion to your practical tips. [forbes.com]
M&A and culture (for leaders onboarding into transformed orgs)
HBR (2025): A Guide to Building a Unified Culture After a Merger or Acquisition — latest guidance on culture integration; great for readers stepping into post-deal environments. [hbr.org]
