Performance issues, your first real conflict, and the review cycle you can't dodge anymore.
01
Deal with the performance issue you've been avoiding
By month six there's usually one. Waiting longer doesn't make the conversation easier, it makes the gap between expectation and reality bigger, and harder to name calmly.
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02
Handle your first real conflict directly
Two reports in a dispute, or a disagreement with your own manager. Don't let it resolve itself, it usually won't, and letting it sit signals that you'll let things sit.
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03
Run your first full review cycle deliberately
This is the first time your written word about someone becomes part of their record. Treat it that way, specific, fair, and something you'd stand behind if they read it twice.
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04
Notice what you've stopped listening for
The habits from week one fade by month six. Deliberately go back to asking the questions you asked at the start, you'll be surprised what's changed without you noticing.
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05
Lead with story, not just data
A directive tells your team what to do. A specific example tells them why it's worth doing, and by now, that difference is what actually moves people.
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06
Make recognition a habit, not an event
A generic "great job" is worth about what it costs you: nothing. Specific, timely recognition is what actually builds trust and motivation.
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07
Have the conversation about where they want to go
A growth conversation is different from a performance conversation. By month six, you should have had at least one.
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08
Say no to something, on purpose
You have enough credibility now to push back. A team that never says no from above isn't protecting its time, it's just absorbing everything quietly.
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