The Modern Leader
There's a trap a lot of people fall into when starting a new job.
They show up on Day 1 thinking they need to prove themselves. That they need to add value immediately. That if they don't start delivering right away, someone will question whether the team made the right call.
I get it. I've been there. Especially when you're stepping into a bigger role or coming off a long hiring process, the instinct is to hit the ground running.
But here's the truth: nobody's expecting you to be productive on Day 1.
You were hired for a reason. The team saw your skills, your experience, your potential. And you know what? They said yes to hiring you.
You don't need to earn your spot all over again.
I started at Zapier yesterday.
And even with years of experience under my belt, coupled with the fact that I knew I'd have 1-2 weeks of onboarding material to get through, that voice still crept in:
Learn everything you can as quickly as you can, so you can hit the ground running.
But I reminded myself of what I've learned - sometimes the hard way: urgency is often just anxiety in disguise. I'd certainly hit the ground, but there would be no running.
That push to show value instantly? It's more about managing our own nerves than anything your team is actually expecting. And trying to deliver too fast, before you've gotten your bearings, often causes more harm than good.
Instead of focusing on proving yourself, here's what I recommend focusing on in your first week:
Do what is actually being asked of you. If that is purely focusing on company onboarding, do that. Nobody is expecting you to do more.
Schedule a few 30-minute curiosity calls. Again, not necessarily on Day 1. But as you get curious, figure out who may be good to meet. Ask your manager as well if it's not part of your onboarding doc (if you have one). Use these calls to learn more about working at the company and how you can set them and yourself up for success.
Draft your personal user manual after a few days. Notice a pattern here? Slow and steady. Spend some time observing how you naturally operate in the new environment, then share your manual and invite feedback.
Keep a "what surprised me" log. Write down anything that feels weird, unclear, or overly manual. These insights become gold later when you're looking for small, meaningful improvements to make. You're the newest face in the room, which means you're bringing in a fresh perspective. Use that to your advantage.
Block your calendar before it fills up. Set your default boundaries now. Want heads-down time? Book it. Want to log off at 6? Protect that too. Don't wait until your calendar becomes unmanageable. Establish working hours early and make sure they're known.
Ask one "dumb" question publicly. This models psychological safety and reminds others that it's okay not to know things, especially as a leader.
Your first week isn't about output. It's about orientation. Set your gradient gently now, so you can climb steadily later. You don't need to hit the ground running.