First impressions aren’t just important—they’re defining. Research from Princeton University shows that people form opinions about trustworthiness in as little as 100 milliseconds. In a new job, these initial judgments can shape your reputation for months—or even years.
Whether you’re an individual contributor, a first-time manager, a senior executive, or a CEO, how you establish credibility, reliability, and trust will determine how quickly you integrate, how much influence you gain, and ultimately, how successful you become in your role.
Why Trust Matters in Leadership
Warren Buffett famously said, “It takes 20 years to build a reputation and five minutes to ruin it.” That’s why leaders at all levels must be intentional about building trust from day one.
In my workshops, I emphasize the Trust Formula, a framework developed by David Maister, Charles H. Green, and Robert M. Galford in The Trusted Advisor:
Trust = (Credibility + Reliability + Intimacy) / Self-Orientation
This formula highlights that trust grows when you:
✔ Demonstrate expertise (Credibility)
✔ Follow through on commitments (Reliability)
✔ Build meaningful relationships (Intimacy)
✔ Prioritize collective success over personal gain (Low Self-Orientation)
What This Article Covers
Mastering first impressions isn’t just about a firm handshake or a polished LinkedIn profile—it’s about understanding your role, delivering early wins, and building strong relationships. This article provides a roadmap for the first week, first month, and first six months in a new job, with tailored strategies for:
✅ Individual Contributors – Proving value and integrating into the team culture
✅ First-Time Managers – Balancing execution with people leadership
✅ Senior Executives – Driving vision and organizational influence
✅ CEOs – Shaping company culture and long-term success
With insights from leadership research and strategies used by top executives, you’ll learn how to establish yourself as a trusted, high-impact professional—no matter where you are in your career. Let’s dive in.
Why Your First Days, Weeks, and Months Matter More Than You Think
What you accomplish—and how you do it—during your first day, week, month, and first six months in a new role sets the foundation for your long-term success. Research from Harvard Business School found that leaders who make a strong start are more likely to be seen as competent, credible, and influential throughout their tenure. Conversely, early missteps can take months—or even years—to recover from.
Leadership expert Michael D. Watkins, author of The First 90 Days, emphasizes: "How you start determines how you lead. Success in a new role isn’t just about what you do—it’s about how quickly you align with the team, deliver value, and build trust."
Let’s break down why each phase is critical:
📅 First Day: Setting the Tone
➡ First impressions are formed instantly, and your demeanor, attitude, and preparedness send a strong signal about the kind of professional—or leader—you will be.
➡ Leaders who start with active listening and curiosity build stronger trust than those who rush to assert authority.
🔹 Impact: A well-prepared and engaged first day builds credibility and lays the groundwork for collaboration. A disengaged or overconfident start can create skepticism.
📅 First Week: Building Relationships & Credibility
➡ Your first week is about gathering insights, understanding team dynamics, and making thoughtful observations.
➡ Leaders who prioritize learning over immediate action avoid making hasty decisions that alienate their teams.
➡ McKinsey research shows that strong relationships built early lead to higher team engagement and performance.
🔹 Impact: Employees and colleagues decide early whether they can trust and rely on you. Your ability to establish rapport and credibility in week one can determine how much influence you’ll have moving forward.
📈 First Month: Proving Reliability & Delivering Quick Wins
➡ By the end of month one, you need to move from observation to execution—delivering small but meaningful contributions.
➡ Leaders who communicate clear expectations and follow through on commitments earn trust faster.
➡ Psychological safety expert Amy Edmondson found that high-trust teams are more innovative and productive.
🔹 Impact: A strong first month cements your reputation as someone who follows through and contributes value. A lack of visible impact can create doubts about your leadership.
💡 First 3-6 Months: Expanding Influence & Shaping Your Role
➡ As you gain momentum, your focus should shift to scaling your impact, building strategic relationships, and positioning yourself as a leader within the organization.
➡ Senior leaders who establish cross-functional relationships early are more likely to secure buy-in for their initiatives and drive organizational change.
➡ A study by the Corporate Leadership Council found that executives who build trust in their first six months experience greater long-term career success.
🔹 Impact: The way you manage this period determines your long-term trajectory—whether you become a trusted, high-impact leader or struggle to gain influence.
The Career-Defining Power of a Strong Start
Whether you’re an individual contributor, a new manager, or a senior executive, your ability to establish credibility, reliability, and trust in the first days, weeks, and months of a new role shapes your career success.
By being intentional about how you approach each phase, you can accelerate your growth, strengthen your leadership presence, and create lasting opportunities—both in your current role and beyond.
Now, let’s explore specific strategies for making a powerful first impression at every career level.
🚀 Individual Contributor: Establishing Trust & Proving Your Value
As an individual contributor, your goal is to prove competence, gain trust, and integrate into the team culture as quickly as possible. According to research by Amy Edmondson on psychological safety, teams thrive when members feel secure in expressing ideas and collaborating. That sense of security starts with how new team members establish themselves.
Week 1: Build Credibility & Adapt Quickly
Master the basics fast. Learn about your role, the team structure, and key priorities.
Listen before speaking. Observe how decisions are made and how people interact before making big suggestions.
Build rapport through small talk. Research from Harvard Business School shows that small talk enhances workplace relationships and trust.
Month 1: Prove Reliability & Start Contributing
Be consistent and dependable. Meet deadlines, follow through on tasks, and communicate clearly.
Take initiative. Volunteer for small projects or offer support where needed.
Seek early feedback. Show a willingness to learn and adjust based on input.
First 3-6 Months: Grow Your Influence
Own a project. Having a deliverable that showcases your strengths builds credibility.
Expand your internal network. Connect with colleagues in other departments to broaden your visibility.
Develop a reputation for problem-solving. Teams value people who improve processes and remove roadblocks.
Key Trust Focus:
Credibility (showing expertise)
Reliability (consistent execution)
Intimacy (building strong team relationships)
📊 Junior Leader: Balancing Execution & People Leadership
Transitioning into a leadership role means shifting from individual success to team success. Your ability to inspire trust, set clear expectations, and advocate for your team determines how well you establish your leadership.
According to a Gallup study, 70% of the variance in employee engagement is tied to managers. If you start strong, your team will feel motivated and supported. If you stumble, it can take months to recover.
Week 1: Establish Presence & Authority
Hold one-on-one meetings. Learn about each team member’s strengths, goals, and challenges.
Clarify expectations early. Define key priorities, success metrics, and communication norms.
Project confidence but stay approachable. Confidence earns trust; humility builds connection.
Month 1: Build Team Trust & Deliver Early Wins
Be consistent and fair. Your credibility depends on sound, impartial decision-making.
Solve a quick problem. Establish credibility by addressing an immediate team challenge.
Translate leadership’s goals into action. Help your team understand the bigger picture.
First 3-6 Months: Cement Your Leadership Style
Develop a clear leadership philosophy. Are you more directive or collaborative? Find what works for your team.
Advocate for your team. Earn their trust by championing their needs and removing obstacles.
Expand influence beyond your team. Build relationships with senior leaders and other departments.
Key Trust Focus:
Credibility (leadership ability)
Reliability (consistent decision-making)
Intimacy (strong team relationships)
🏆 SVP & Executive Leader: Driving Vision & Organizational Influence
As a senior executive (SVP, EVP, or C-level), your primary responsibility is shaping strategy, influencing organizational culture, and delivering measurable business results.
McKinsey research shows that senior executives who focus on trust and collaboration drive higher innovation and financial performance.
Week 1: Establish Strategic Presence & Build Influence
Identify key power dynamics. Who are the real decision-makers? Understand how influence flows in the organization.
Build trust with fellow executives. Early alignment with peers and key stakeholders is essential.
Assess business challenges. Gather internal and external perspectives before making changes.
Month 1: Build Executive Trust & Show Strategic Leadership
Drive cross-functional alignment. Ensure teams are moving toward shared goals.
Communicate strategic priorities. Employees and stakeholders need clarity on long-term objectives.
Make a high-impact decision. Early wins establish credibility and reinforce your leadership style.
First 3-6 Months: Shape Culture & Drive Business Outcomes
Lead a transformation initiative. Influence at this level requires meaningful, organization-wide impact.
Strengthen board and investor relationships. A high-trust executive team attracts external confidence.
Mentor & develop future leaders. The best leaders leave a legacy through talent development.
Key Trust Focus:
Credibility (strategic decision-making)
Reliability (consistent business execution)
Intimacy (executive and board relationships)
🚀 CEO: Defining the Company’s Future
As a CEO, trust is your most valuable asset. Your leadership sets the tone, culture, and external reputation of the company. Research by Edelman shows that CEO credibility directly impacts investor confidence, brand reputation, and employee engagement.
Week 1: Establish Vision & Align Leadership
Set the leadership narrative. Your message must unify employees, customers, and investors.
Engage with employees & culture. Early listening sessions build trust and buy-in.
Assess leadership team strengths. The right executives will determine long-term success.
Month 1: Build External & Internal Credibility
Strengthen investor & board relationships. Trust from external stakeholders ensures stability.
Communicate a compelling vision. Inspire employees with a clear strategy.
Address key business challenges. Quick, decisive action reassures employees and stakeholders.
First 3-6 Months: Cement Your Legacy
Drive cultural transformation. Employee trust in leadership drives long-term success.
Deliver early wins. Strong financial or operational improvements establish credibility.
Position the company for the future. Innovation and adaptability ensure longevity.
Key Trust Focus:
Credibility (company leadership & vision)
Reliability (delivering business success)
Intimacy (employee, investor, and public trust)
Final Thought: Trust Shapes Your Leadership Impact
First impressions don’t just influence how others see you in the moment—they define your long-term trajectory. Whether you're stepping into an entry-level role or taking the helm as CEO, the way you establish trust in your early days sets the foundation for your influence, career growth, and overall success. As Jeff Bezos wisely said, “The best way to gain trust is to deserve it.” Trust isn’t something you ask for—it’s something you earn through consistent actions, reliability, and authenticity.
At the same time, trust is fragile. Richard Branson reminds us, “Trust is like a mirror. You can fix it if it's broken, but you can still see the cracks.” A strong start in a new role helps you build credibility, but a misstep early on can leave lasting doubts that are difficult to repair. That’s why being intentional in your first days, weeks, and months is critical. The most successful professionals and leaders understand that trust isn’t built overnight—it’s a continuous process of demonstrating competence, following through on commitments, and fostering genuine relationships.
By focusing on credibility, reliability, and connection—while keeping self-orientation low—you establish a reputation that drives influence and success. What strategies have helped you make a strong first impression? Let’s discuss.
What to read next?
In today’s organizations, leadership presence is often misunderstood. It’s treated as a matter of polish—how someone dresses, speaks, or commands attention. But real presence doesn’t come from projecting more. It comes from disappearing less.
The most effective leaders aren’t the ones who dominate the room. They’re the ones who show up congruently and create space for others to do the same. They model presence by being fully present—not through perfection, but through self-trust, self-awareness, and relational clarity.
And here’s the truth: you can’t help others feel seen if you’re still hiding yourself.