“Secure early wins. Early wins build your credibility and create momentum.”

Why it was said

Michael Watkins lists this among the core challenges of a leadership transition in The First 90 Days (2003) and gives it a chapter of its own. His work with leaders moving into new roles showed that early, visible results shape how bosses, peers and teams judge a newcomer for months afterwards.

What it actually means

Watkins's point is not that quick results matter for their own sake. A new leader is judged before anyone has seen their real work, and early wins move that judgment from guesswork to evidence. They also give the team a reason to believe change is possible, which makes the harder, slower changes easier to start. The wins have to be the right kind: tied to priorities the boss cares about, achieved in a way that models the behaviour the leader wants, and not bought by cutting corners that will cost more later. A small, visible fix to a problem everyone already complains about is often worth more than a large plan no one has yet seen work.

How to use it

1. 1In your first weeks in a role, list the problems people already complain about and choose one you can visibly fix within 30 days.
2. 2Test each planned early win with two questions: does my boss care about it, and does it show how I want the team to work?