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First impressions count. Now that you have accepted the job offer and received congratulations on your new job, you can breathe a sigh of relief and relax, right? Not so fast.

What you do and say in the first 30, 60, and 90 days on the job will set the course for success or failure. You now have the opportunity to demonstrate your grasp of the mission and values of the company, your alignment with the culture, and your knowledge of the priorities of your boss and team.

During the interview process, you answered many tough questions and provided convincing evidence of your skills and experience. You demonstrated your fit for the job and talked persuasively about how you would meet the challenges of your position.

Did you and your new boss define success for your role? How will your performance be measured at 90 days, six months and one year? In order to succeed, you need specific goals and timelines. Success will depend in large part on how clearly your boss or the company defined your role, goals, and measurable objectives.

Other factors come into play. High on the list of success factors are your ability to read the culture, learn the company history and products, and build relationships with the stakeholders of your role. For instance, if you are the CFO, senior management depends on you for timely, accurate, and often customized financial insights to support strategic decision-making. If you are in Human Resources, one aspect of your role may be talent acquisition. Managers from all areas of your company rely on you to set best practices in hiring, developing, and retaining talent. In each case, these are stakeholders, all of whom deserve your attention and focus. Each of these diverse roles can, and must, be assigned measurable goals and objectives.

In real life, however, you may encounter a situation where objective goals and performance reviews do not exist. Your chances of succeeding in such a scenario are greatly diminished. That is why you must take an active part in asking the right questions early in the process.

Make it a priority to get clarification on what your boss (and her boss) considers a big win before you start your new position. Ask yourself how you can help your boss get a gold star from his boss. Use other positive experiences in your past as a guideline for setting practical goals and discuss them with your boss.

Set no more than three to four major objectives to accomplish during your first year. Get feedback wherever possible on top priorities, available resources, potential obstacles, and desired outcomes. Working back from the one-year timeframe, plan specific interim goals at 9 months, 6 months, 90 days, 60 days, and so on. Set up early communication with team members who share in these goals and timelines.

Your primary goal is to align your behaviors and communication with the culture, pace, and state of the organization and your role. This approach will help you make a great start, with a focus on the right priorities for you and the organization, thus ensuring early wins and long-term success.

– Kathleen Winsor-Games is theprincipal of The Winsor Group, a Denver-based boutique firm offering career counseling and career transition coaching for professionals and executives.
www.thewinsorgroup.com.