Why the pressure to perform fast can undermine long-term leadership impact and what to do instead. The first 90 days in a new role are often framed as a race. Prove yourself. Make quick wins. Show them they made the right call. But what if that urgency is setting leaders up to fail? In my work supporting leaders through transitions, I see a recurring pattern: people rush to   do   before they’ve had time to   see .   They move fast, hoping speed will build credibility. But sp

Not every leadership transition is high-stakes. But some are more than we realize. Leadership transitions are often treated as standard...

A new role comes with a lot of visible change: different responsibilities, a fresh title, maybe even a new team or location. But beneath all that is something more subtle and far more disruptive. You’re not just stepping into a new job. You’re stepping into a new version of yourself. And that part? It rarely shows up on the onboarding checklist. Most leadership transitions are treated as tactical moments: figure out who’s who, clarify your goals, and build early momentum. An