Here's the outcome oriented 30/60/90 day plan I created BEFORE joining Snyk to lead PLG efforts.

Creating this myself ahead of starting in role enabled me to get to IMPACT much sooner than I otherwise could.

30/60/90s are not new, but traditionally they are created collaboratively with your manager during your early onboarding period.

For product and growth roles in senior leadership or exec level thats TOO LATE. You should already know / have extensively thought through what inputs and learnings are critical to your success. You should have learnt through the hiring process the most pressing challenges important for you to solve, and the status quo.

Even for less senior product and growth roles, thinking through in advance what you'll need to learn to be able to get to impact faster is a hugely valuable exercise.

Of course I refined this plan after starting, particularly adding more detail to the 30-60 and 60-90 periods as I learnt in role (the resolution of these sections in the initial plan is intentionally lower), and fleshing out details such as including real names once I learnt who folks were, but otherwise this plan as shared here served me exceptionally well.

One of the biggest benefits that it brought me was FOCUS. In most new roles, you are bombarded with information from multiple directions simultaneously. It can be overwhelming. At Snyk during a period of hypergrowth it was orders of magnitude worse. My 30/60/90 let me maintain a very high Signal to Noise ratio and be intentional about putting things to one side to pick up at a later date.

Here's a link to the Google Doc - if you find it helpful please feel free to copy and adapt for your next role!

Shoutout to Andrew Capland who got me started thinking about this and generously shared his approach during a conversation we had a couple of years back.

I'd also recommend reading 'The First 90 Days' by Michael Watkins.

30/60/90 Day Plan for Heads of Product …