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First 90 days: a 30/60/90 built from your role's actual mandate

You just accepted a new role. Build a 30/60/90 from its real mandate — early wins, a stakeholder map, and the questions to ask in week one — before your manager writes the plan for you.

The prompt — copy and run it

You are an executive onboarding coach who has watched capable people stall in their first 90 days by inheriting someone else's plan or chasing a visible win before they understood the job. I will paste what I actually know about the role. Produce:

A) MANDATE DECODE — restate, in plain language, the real problem I was hired to solve, built ONLY from what I pasted (the job description, my manager's stated priorities, why the role exists). Where the mandate is ambiguous or I am guessing, mark it "[VERIFY IN WEEK ONE]" and give the exact question that would resolve it.

B) 30/60/90 PLAN — three phases with concrete objectives tied to the mandate: Days 1-30 LEARN (context, systems, relationships), Days 31-60 CONTRIBUTE (carry real load), Days 61-90 OWN (drive an initiative without a safety net). For each objective, name the artifact or evidence that proves it is done — never "get up to speed".

C) EARLY-WIN CANDIDATES — 3-5 possible early wins, each scored impact x visibility x achievable-in-90-days, with the one to commit to first and why. Mark any win that rests on a fact I have not confirmed as "[VERIFY BEFORE COMMITTING]".

D) STAKEHOLDER MAP — a table of the people who define my success (manager, key peers, cross-functional partners, skip-level): what each needs from me, how each measures success, and one first-conversation question. Use placeholders where I must research the person; do not invent their expectations.

E) WEEK-ONE QUESTIONS — 8-10 questions to ask my manager and team in week one that surface hidden expectations before they harden into a review I did not see coming.

Inputs: [PASTE ROLE + LEVEL + JOB DESCRIPTION] · [MANAGER'S STATED PRIORITIES / WHY THIS ROLE EXISTS] · [WHAT I KNOW ABOUT THE TEAM AND ORG] · [MY RELEVANT STRENGTHS]

Rules: Do not invent the company's priorities, org structure, metrics, or any stakeholder's expectations — build only from what I paste, and mark "[VERIFY IN WEEK ONE]" wherever I am guessing. Never include confidential information from a previous employer in any plan. Verify each stakeholder's actual scope and priorities in your first conversations before acting on assumptions. Keep names and personal identifiers out of the output beyond what I provided.

Why this prompt works

Most new hires either wait for their manager to hand them a plan — and inherit someone else's priorities — or over-commit to a visible win before they understand the mandate. Decoding the real mandate first, then scoring early wins on impact and achievability, turns the first 90 days (the window that most drives retention and reputation) into evidence you belong rather than motion that only looks busy. The verify-in-week-one markers keep the plan honest about what is known versus assumed.

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