Discover how leadership coaching in the first 90 days helped a new engineering leader get promoted to Director in just 6 months — and why it works.

One of the most powerful moments in a leader’s career isn’t years in — it’s those first 90 days in a new role.

Whether you’re stepping into a new company or rising into a more senior position, those first few months *set the tone*. How you show up, how you lead, how you’re perceived — all of it creates momentum that can either accelerate your growth or hold you back for years.

That’s why I love coaching women right at the start of a new leadership role. It’s where the real magic happens.

From New Hire to Director in 6 Months

Six months ago, a client came to me just after joining a startup as their first engineering leader.

She had been hired as a Senior Engineering Manager — but she had her sights set higher. Her goal was to reach the Director level (and eventually VP), and she knew she wanted support navigating that path from the start.

She joined a company that was still pre-product-launch, with a small engineering team, no formal systems, and a whole lot of ambiguity. She was reporting to the CTO and expected to “figure things out” — a classic startup scenario that’s full of opportunity… and pressure.

Building While Leading

One of the first things we worked on together was *shifting her mindset* from “how do I get everything done” to “how do I lead this team and shape the future.”

Because here’s the truth: When you’re stepping into a role like this, it’s so easy to fall into the trap of over-execution. To be the person who fixes every problem, answers every question, and burns out in the process.

But leaders don’t get promoted because they do more.

They get promoted because they think differently — and help their teams do more.

So we focused on:

• Building just-in-time systems that fit the fast-moving startup environment
• Introducing tools like PagerDuty and early-stage AI integration in ways that added value, not process bloat
• Coaching her on how to navigate relationships with the CTO and CEO while building cross-functional trust
• And most importantly, making space each week to zoom out and think like a Director — before she had the title

Creating Space to Think Like a Leader

One of the most transformational practices we implemented was her **weekly strategy time** — 60 minutes each week, protected, non-negotiable.

During that time, she reflected on:

• What’s working?
• What’s slowing us down?
• Where can I create more impact or clarity?
• What’s coming down the pipeline that I can start thinking strategically about now?

It sounds simple, but this one habit shifted everything.

Instead of reacting to fires, she started anticipating needs.

Instead of over-explaining her work, she started communicating like a strategic partner.

Instead of waiting to be seen as a leader, she started *leading like one* — and the recognition followed.

The Outcome

Six months in:

✅ The product was live

✅ The engineering team had grown to 10

✅ She had built foundational systems that scaled with the company

✅ And she got **promoted to Director**

Even better? The CEO told her she was already doing work *beyond* the Director level — and they likely should’ve hired her at a higher title to begin with.

That validation didn’t come from being the loudest voice in the room. It came from clarity, focus, and consistent leadership.

Why Coaching in the First 90 Days Matters

People often think you need to wait until you’re struggling to get coaching. But the opposite is true.

The first 90 days of a new role is *the* moment to invest in support — because that’s when:

• You’re forming habits that shape your leadership identity
• You’re building key relationships that impact how others perceive you
• You’re making decisions that will affect the next 12–24 months of team growth and trust

When done well, coaching during this phase helps you:

• Show up as a strategic thought partner early on
• Set boundaries that support sustainable leadership
• Get clear on the vision you want to drive — and how to communicate it
• Avoid falling into overwork and burnout

Quick Takeaway: Start Your Strategy Time Now

Even if you’re not brand-new in your role, this practice can change how you lead.

Block 60 minutes a week for “strategy time.”

Ask yourself:

• What’s working?
• What’s slowing us down?
• Where can I create more impact or clarity?
• What’s coming down the pipeline that I can start thinking strategically about now?

This simple practice builds your strategic muscle — and helps others see you as someone who’s not just executing… but leading.

Ready to Lead Like It’s Already Yours?

If you’re stepping into a new leadership role, or you know you’re ready to rise into your next one — I’d love to support you.

I bring together 25+ years in engineering leadership with deep coaching expertise to help women in tech lead with clarity, confidence, and influence.
Right now, I’ve got a few open coaching spots.

If you’re curious what working together could look like, DM me on LinkedIn or click the “Book a call” button in the header to set up some time to chat.

Let’s make your next six months transformational.

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