What should you accomplish in the first year of an executive-level job?

Incoming executives are expected to be changemakers. After all, you’ve been hired to lead. But leadership doesn’t always mean taking immediate action; it’s about earning trust and making thoughtful recommendations.

In this article, we outline a clear roadmap for what you should aim to accomplish in your first year, your next two to five years and indefinitely, to ensure you drive meaningful change while positioning yourself as a long-term leader.

Year one: learn the business and establish rapport

Your first year is about building credibility and positioning yourself as a leader who listens before acting.

Success in this phase means understanding the business by taking the time to absorb company history, financials, strategic priorities and industry dynamics. Without a deep knowledge of these factors, any change you attempt to implement will lack the necessary context to succeed.

Related: How to find and land an executive-level career opportunity

Building relationships is also critical. Trust is your most valuable currency as an executive. Invest time in getting to know key stakeholders, which could include owners, board members, investors and customers. As you navigate this phase, aim to find your “champions,” or internal allies who share common goals.

You should also demonstrate some level of early success. Look for low-hanging fruit, or small but meaningful organizational improvements that show your ability to enhance the business without disrupting stability.

Being accessible is another key factor. Employees should see you as a trusted thought partner. The more open you are to listening and engaging, the more insight you will gain and the more influence you will have.

Years 2-5: uncover and advise on opportunities for improvement

Once you’ve built a strong first-year foundation, it’s time to take a more active role in shaping the future of the organization. This period is about moving beyond observation and into action.

Challenge the status quo by being willing to speak hard truths when necessary. By this stage, you should be comfortable making bold, well-informed recommendations with your peers, even if they’re unpopular.

Forge connections across the company to ensure you have a comprehensive understanding of how different areas operate and where synergies or inefficiencies exist. With this broader perspective, you can begin driving innovation by identifying ways to separate your business unit from the competition.

You can also leverage external support and knowledge by bringing in industry experts and thought leaders to help inspire innovation, or you can form cross-functional teams to assess challenges, brainstorm solutions and find opportunities that drive growth.

The best ideas often come from collaboration, and assembling diverse groups will ensure that your strategies are well-rounded and effective.

Indefinite influence: turn your organization into a “talent magnet”

If you feel like you’ve developed deep relationships, can affect large-scale change and are happy doing your job, you might consider staying with your organization for the long haul.

Success in an indefinite role means driving talent development and cultural transformation. After all, the best companies attract top talent not just with competitive compensation but with culture, career growth and a powerful reputation.

Related: The ultimate Charles Aris guide to executive recruiting

Focus on turning your company into a talent magnet through building a world-class recruiting program, being a mentor to high-performing junior team members, developing a succession plan and staying aligned with your senior-level peers in the direction of the business and culture.

These initiatives may appear to have little short-term impact, but investing adequate time will make the organization stronger and contribute to an airtight brand that is well known and respected in your marketplace. You will also be seen as a beacon for success by peers and mentees.

The takeaway

Leadership is about methodical, strategic and sustainable change.

In your first year, prioritize learning and relationship-building. In years two to five, focus on driving innovation and uncovering opportunities for meaningful change. In the long run, ensure that your legacy is one of strong talent development.

By following this roadmap, you will not just succeed in your role; you will elevate the entire organization.

To learn more, contact Eric Spell at (336) 217-9116 or eric.spell@charlesaris.com.