90-Day Onboarding Plan
Arriving is a project. Run it.
Your plan for the first ninety days in a new role: who to meet, what to learn, which wins to go for, and what to do when the "they're going to find out" voice shows up. You weren't hired to be impressive — you were hired to solve problems. This is the project plan for arriving.
Your five relationships are named, you have at least one win sketched per horizon, and your Imposter Protocol card is filled in and printed. If you don't have the offer yet, done = the same thing with the employer fields blank — that's the readiness version, and it's a real version.
The Role, Restated
One paragraph, founder's voice: what problems was I actually hired to solve? You researched this before they hired you — write it down before the day-to-day buries it.
Relationships — The Five
The single strongest predictor of a good start. One genuine conversation each in the first two weeks — curiosity, not performance. This is Farming, on salary.
Early Wins — 30 / 60 / 90
Sized for credibility, not heroics. The 30-day win is almost always learning made visible. Oversized early promises are the imposter voice driving the cart.
Cultural Navigation
Every workplace has a visible culture (the values poster) and an operating culture (how things actually work). Job one is observation. Adapt deliberately; don't erase yourself.
The Imposter Protocol
The "they'll find out" voice is not a malfunction — it's the standard-issue soundtrack of being new, loudest in people who care. The protocol: expect it, name it, answer it with evidence. Fill this card once, print it, keep it where the voice tends to find you.
Readiness Mode
Fill before day one (or in readiness mode, before the offer). Revisit at day 30, 60, and 90 — mark the win done, and the orange flag moves to the next horizon. Your entries save automatically on this device.
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