How to build a 30 60 90 day plan

Sharing buttons:

hey everyone

Brendon here it's beginning of a new

year I know a lot of you guys are

excited you want to get a head start

some of you guys are actually out there

looking for new jobs and you want to

give yourself the best chance to get it

seems like a great time to talk about

the ever-popular 30 60 90 day plan now

if you google 30 60 90 day plan template

or 30 60 day plan you're actually gonna

find a bunch of total crap out there on

the internet honestly most of it is just

click paid junk that is gonna do you

more harm than good in your in your

interview process or in your career most

of the stuff written about 30 60 90 day

plans that were not written by actual

managers people actually doing hiring so

take caution when you read stuff on the

internet about how they do these plans

and I'm gonna try my best here in this

video to share with you everything that

I know about 30 60 90 day plans how to

do them how to make them work for you so

the first thing to know about 30 60 90

day plans is there's really two

occasions where you're gonna wanna where

you're gonna want to make one of these

things where you're gonna want to use

one of these things the first of them is

when you're in the interview process so

I have found that one of the best

weapons you can use in the interview

process especially in the late stages of

the interview processes is a 30 60 90

day plan I'll come to an interview with

a 30 60 90 day plan prepared as a way of

differentiating myself from the other

people who are competing for the job if

it comes down to you and maybe one other

person or two other people vying for a

job preparing one of these things and

bring with it with you to to an

interview can make all the difference in

the world one of the reasons that it's

so effective is it gives the hiring

manager the person who who's going to

make that hiring decision it gives them

a little bit of a window into how you'll

actually be when you're on the job and a

candidates who don't do this kind of a

plan aren't gonna be able to give the

hiring manager that insight that comfort

level and to you know the kind of the

way that you think the kind of work that

you're gonna do when you're actually on

the job so I love to do a 30-60-90 day

plan in the later stages of an interview

process just to give myself that that

one competitive edge over the other

people who remain in the process so

that's that's one of the scenarios and

then the other scenario the classic

scenario is you know the first week or

two on the job now there's a pretty big

misconception when you create about why

you create a 30-60-90 day plan when

you're in the first couple of weeks on

the job and and the biggest

misconception is that somehow this plan

is about guiding you that it is about

you that it's about talking about the

kind of learning and training and

orientation that you're going to do the

in actual fact the 30 60 90 day plan

that you create has very little to do

with you at all in fact the real reason

that you want to do it when you start a

job is so that you can align with your

boss on a common definition of success

so that you guarantee that after 90 days

you're hiring the hiring of you is

considered to be an unequivocal success

so what you're really doing

not so much to tell your boss with

learning and orientation and getting

your computer set up that's not what

it's about it's about agreeing with your

boss on what success will look like

after 90 days so you set yourself up in

a super strong position so you know

exactly what you need to do so that

everybody who's important to you will

declare your hiring to be an unequivocal

success that's why you're doing it it's

not about you it's about setting

yourself up to be in a super strong

position for your own career advancement

after 90 days a couple of mistakes I

find people make when producing 30 60 90

day plans the first mistake is they tend

not to be precise enough they'll be

quite vague

like well you know I'll do orientation

I'll do product training speak with

experts in the company if it's just just

too vague it's not precise enough when

you do yours you want to make sure that

it's quite precise you know I'm going to

identify one key process for that can be

improved upon I'm going to react attack

that process and then I'm going to

implement a program to prove that can be

successful so you want to be something

like that you want to be quite precise

about it the second mistake I think I

see people making is that there's no

measurement or scorecard in place so

there's no way of actually determining

and in any objective way whether or not

you have been successful or not

in your 30 60 90 day plan so you want to

make sure that built into your plan is

some kind of scorecard or measurement

methodology or mechanism so that you and

your boss and others can actually see

how you're doing on the plan as the 90

days progress so let me see if I can

summarize it here for you to give

yourself the best chance of having

success with these plans I'll give you

five tips for making 30 60 90 day plans

work for you whether it's in the

interview process or whether it is in

the first week or two of the job the

first the first tip is you want to start

with a clear definition of some

objectives and those objectives need to

be rooted in value to the company not

rooted in value to you so you have to

think about setting I would typically

set about three objectives from my plan

and it has to be rooted in some value

you are going to provide to the company

or to the team don't make it about you

the next one is you want to identify

some specific deliverables tied to each

one of those objectives so that you have

some continuity in your plan and some

specific deliverables you're actually

going to give to the company to deliver

on this thing the third

is you want to have discrete themes for

each phase in the 30-60-90 day plan so

all typically or one example of what you

might do is for the 30 day phase you

might create a theme called audit or

analysis and in in that 30 day window

you're gonna spend most of your time

doing an audit of a process or metrics

or performance or the team you're going

to really focus the first 30 days for in

this example on an audit or analysis of

a situation the team processes etc then

for in the 60 day time horizon it might

be a program and so once you've done

your analysis your your audit in the 60

day window now you're going to implement

a new program based on what you've

learned in the first 30 days and so you

can orient all your tasks and

deliverables in the 60 day time frame

around this program or programs that

you're going to implement and that may

be in the 90 day phase the the last

phase it might be on optimization of

some of some kind you're going to take

the original analysis and audit

information that you took then the

learnings from the program you

implemented and then you're going to

optimize it all it takes to the next

level that is just an example of how you

might theme the different phases of a

30-60-90 day plan really it's up to you

it's dependent on the situations you're

walking into but think about what kinds

of themes that you can use it will make

sense to your manager the the fourth one

the fourth tip that I've got is really

about making sure that from the

objectives and the deliverables and the

themes that you have some specific tasks

or a specific task plan that you're

actually going to execute that will give

your plan a level of precision and

substance that might separate it from

other plans that you manager is likely

to see it makes it more real you

actually have real tasks that you're

going to perform and track during the


and then the last tip I have for you is

to make sure that you plan include some

kind of scorecard or measurement

mechanism so that you give your boss so

you can align with your boss on how

you're going to judge whether or not

this 90-day period has been a success

whether or not your audit and analysis

was successful whether or not the

program you implemented was successful

whether or not the optimizations that

you have done it were successful so you

want a specific scorecard or measurement

framework that you and your boss can

align on to make sure everybody agrees

on what success looks like so you give

yourself the best possible chance of

exiting that 90-day period where

everyone agrees that you've been

successful that's what it's all about I

hope this was helpful for you I hope

this gave you some insight into these

plans if you'd like a template I do

offer 30 60 90 day templates you have to

spend a couple bucks not too much to get

one they're very helpful many people

have downloaded them had a lot of

success with them check it out in the

description of the video with links to

it and if you want to read more about

these plans you want to check out some

more information some more articles

about this stuff go to my website that

BW Brendon recom there's lots of stuff

there if you enjoyed this please like

the video and best of luck in 2018 best

of luck with your job search best of

luck with your with your career this

year thanks so much