Congratulations are in order! You’re being tasked with the very heavy responsibility of being the legal backbone of the company.

This is almost like stepping into a busy restaurant kitchen as the new head chef. But before you start creating masterpieces, you need to understand the kitchen’s workings—the ingredients, the staff, and the signature dishes. 

Similarly, as a new GC, your first task is to understand the business environment, build relationships, and establish your strategic priorities.

These initial three months are going to lay a solid foundation for long-term success. This period is your opportunity to build credibility, set the legal tone, and integrate seamlessly into the company’s culture. 

In this post, we’ll walk you through the essential steps to navigate your first 90 days effectively. Our goal is to help you hit the ground running and make a significant impact from day one. 

We’ve also built a thorough and expert-backed free First-Time General Counsel checklist to ensure you’re on track when it comes to setting up your company for success. 

Why your first 90 days as GC matter most

Your first 90 days as General Counsel are more than just an orientation period—they set the trajectory for your entire tenure. Here’s why you should care deeply about this initial phase:

#1 First impressions can make or break your reputation

This is your chance to make a strong first impression. Your actions and decisions in these early days will shape how colleagues and stakeholders perceive you. Establishing yourself as a competent, trustworthy leader now can pave the way for smoother interactions and greater influence down the line.

#2 This phase will set the tone for your team’s culture

The initial period is critical for setting the legal tone and culture within the organization. How you handle compliance, risk management, and ethical issues will create a benchmark for the rest of your team. A proactive approach can foster a culture of integrity and diligence.

#3 You want to know what you’re going to do next

Your first 90 days are the perfect time to craft strategic roadmaps. Identifying immediate and long-term priorities helps ensure that you are aligned with the company’s goals from the start. This strategic planning is essential for driving impactful legal initiatives that support the business.

#4 It’s a whole dump of tasks. But which one to prioritize? 

It’s crucial to understand the expectations of your key stakeholders early on. What are the board’s priorities? What does the executive team need from you? Clarifying these expectations can help you deliver value in ways that matter most to them, building strong, collaborative relationships.

#5 There could be risks lurking in the shadows

Early detection of potential legal risks and issues can save the company from future headaches. Conducting thorough assessments and reviews in your first 90 days allows you to identify and address problems before they escalate, demonstrating your foresight and proactive approach.

#6 You need to map out your personal development plans

The first 90 days are not just about the team and the company; they’re also about you. Use this time to map out your own professional development goals. Identify areas where you want to grow and seek out resources or mentors to help you along the way. This personal growth will benefit both you and the organization in the long run.

#7 It’s a great chance to grab low hanging fruits

Quick wins are crucial in your first 90 days. They build momentum and demonstrate your capability to deliver results. Identify a few key areas where you can make immediate improvements or resolve pressing issues. These successes can boost your confidence and establish your credibility.

#8 Laying the foundation for long-term success is crucial

Finally, your first 90 days are about laying the groundwork for your long-term success. The strategies you implement, the relationships you build, and the standards you set will have lasting impacts. Approach this period with a forward-thinking mindset, focusing not just on immediate tasks but also on sustainable growth and continuous improvement.

6 Steps to nailing your first 90 days as a first-time general counsel

#1 Figure out the business inside out

First, you need to study the core business model. How does your company make money? What are the key ingredients—products, services, market positioning—that set it apart from competitors? Get a clear picture of this because it’s the foundation of everything you’ll do.

Next, learn how the company generates revenue. Dive into the details. Are there multiple revenue streams? Which ones are the most profitable? Understanding this is like knowing which dishes on the menu are the bestsellers. It helps you prioritize and protect what’s most important.

Familiarize yourself with the company’s products and services. What makes them special? Why do customers choose them over competitors?

Now, it’s time to meet and engage with stakeholders. Schedule introductory meetings with the executive team and board members. These are your fellow chefs and restaurant owners. Understanding their vision and priorities is crucial. Build relationships with department heads to understand their specific challenges and goals. These are like your sous chefs and line cooks—they’re essential to the operation, and their insights will be invaluable.

“The best thing you can do is talk to your business teams. Ask to be a fly on the wall in their meetings and invest time into building those relationships.”

~ Doug Luftman, Chief Legal Officer, Trust & Will
Unlocking Success in In-House Legal Roles

Review existing legal matters. Conduct a thorough review of ongoing litigations and significant contracts. This is like checking the kitchen inventory and ongoing orders. What’s currently on the stove? What needs immediate attention? Assess current compliance issues and pending regulatory matters. Ensure everything is in order, and there are no burning pots that could turn into bigger problems.

And if this is too much to keep track of, it’s best that you download our checklist on what to do in the first 90 days as first-time general counsel. We built this by teaming up with GCs and heads of legal with the sole intention of helping folks like you who are just starting their journey as general counsel.

Download the checklist

#2 Assess the current legal team

Start by learning the team structure and capabilities. Take the time to map out the roles and responsibilities of each team member. Who is responsible for contract management? Who handles compliance issues? Who is your go-to for litigation? Understanding this structure is key to managing your team effectively.

“As a GC, you should have a clear understanding of all the legal functions that your team is responsible for or required to do. Then, you must acknowledge the fact that you specialize in a few fields and not all of them. Hire people and build functions accordingly. GCs should be aware of their weaknesses and ‘know what they don’t know’; it is key to scaling the team.”

~  Ryan Nier, General Counsel, Nova Credit
Putting Legal on the Map in a Hypergrowth Startup

Identify the strengths and weaknesses within your team. This isn’t about finding faults; it’s about understanding where everyone excels and where there might be room for improvement. Maybe you have a brilliant litigator who struggles with administrative tasks or a compliance expert who could use some training in contract negotiation. Recognizing these strengths and weaknesses allows you to leverage your team’s capabilities more effectively.

Also read: Mastering the Art of Contract Negotiation: Strategies for Success

Look for any skill gaps that could impact your team’s performance. Perhaps you need more expertise in a specific area, such as international law or intellectual property. Develop a plan to address these gaps. This might involve training your current staff, hiring new talent, or bringing in consultants for specialized issues.

Tip: Conducting a skills audit can be incredibly helpful. Ask each team member to list their core competencies and areas where they wanted to improve. This will not only highlight skill gaps but also open up a dialogue about career development, which will boost morale and engagement.

Review and optimize your processes. Take a close look at the current workflows, tools, and technologies your team uses. Are there bottlenecks that slow things down? Is everyone using outdated tools when newer, more efficient ones are available? Identify inefficiencies and areas for improvement. For example, if contract review takes too long because it’s done manually, consider implementing contract management software.

It’s also important to foster a culture of continuous improvement. Encourage your team to provide feedback on processes and tools. What’s working well? What could be better? This ongoing dialogue helps you stay agile and responsive to changing needs.

Try to organize regular “process review” meetings. These are short, focused sessions where team members can suggest improvements or highlight issues with current workflows. This will help in identifying and fixing problems quickly and empower your team by making them active participants in improving operations.

#3 Set strategic priorities

With a clear understanding of your business environment and a well-aligned team, it’s time to set your strategic priorities.

Identify immediate impact areas. Look for tasks that can deliver quick wins. These are actions that provide immediate value and help you build credibility. Maybe it’s resolving a long-standing contract dispute or streamlining an approval process. Focus on these high-impact tasks first.

Address urgent legal issues or risks. If there are pressing legal matters, tackle them head-on. This might be an ongoing litigation or a compliance issue that needs immediate attention. Addressing these issues promptly shows your commitment to protecting the company.

Develop a comprehensive 90-day plan. Outline specific, measurable goals for your first three months. Break down what you aim to achieve and how you’ll do it. This plan should align with the company’s strategic objectives, ensuring that your efforts support broader business goals.

Include timelines and key milestones. A good plan isn’t just a list of tasks; it’s a roadmap. Set clear timelines for each goal and identify key milestones. This helps you track progress and stay on schedule.

Conduct a thorough risk assessment. Identify potential legal risks and liabilities. What are the biggest threats to the company’s legal standing? This could range from regulatory compliance issues to vulnerabilities in contract terms.

“Be proactive about educating your business teams about risks in the company. Businesses want to know where the risks and vulnerabilities are. You eventually want the business teams to be able to spot the issues themselves and come to you proactively. 

~ Sarah Binder, General Counsel, Lime
Taking Businesses & Legal Teams Global

Develop strategies to mitigate these risks. Once you’ve identified the risks, think about how to mitigate them. This might involve revising policies, enhancing compliance programs, or setting up new protocols. The goal is to reduce the likelihood of these risks impacting the company.

Also read: Effective Contract Risk Management: Top Tips & Strategies

#4 Foster strong internal relationships

You need to be seen not just as a legal expert, but as a trusted partner within the organization. Here’s how to make it happen:

• Collaborate with key departments: Start by working closely with HR. Understand their challenges related to employment and compliance issues. This collaboration helps you address any potential legal risks and develop policies that support the company’s goals

• Partner with finance to align on budget and financial risks: Financial health is crucial, and legal risks can have a significant impact. By aligning with the finance team, you can better manage these risks and ensure that your legal strategies support the company’s financial objectives. One effective approach is to have regular check-ins with the CFO. This keeps communication lines open and allows you to address issues proactively

• Engage with sales and marketing: These teams are often at the forefront of regulatory compliance issues. Work with them to review contracts and ensure they meet all legal requirements. This proactive approach can prevent problems before they arise. Sit in on sales pitches occasionally so you can get a better understanding of what clients expect

• Promote a culture of compliance and transparency: Educate staff on legal and regulatory requirements. Develop training programs and resources to help them understand their responsibilities. When everyone knows what’s expected, it’s easier to maintain compliance. Maybe create a quarterly compliance newsletter? It can be a simple but effective way to keep everyone informed about changes in regulations and best practices

Also read: What is Contract Compliance? The Ultimate Guide

• Foster an environment where compliance is seen as a shared responsibility: Compliance isn’t just the legal team’s job—it’s everyone’s responsibility. Encourage departments to take ownership of compliance in their areas. This collective approach helps create a culture of accountability and transparency. One practical tip is to set up a compliance champions network. These are individuals from different departments who take on additional responsibility for compliance and act as liaisons with the legal team

• Create open lines of communication: Make sure that employees feel comfortable coming to you with questions or concerns. An open-door policy can be very effective. Set up some time to hold regular “office hours” where employees can drop by without an appointment to foster a sense of approachability

Also read: How to enable collaboration between legal and business

#5 Implement effective communication strategies

Start by setting up a plan to provide regular updates to leadership. This isn’t just about sending emails; it’s about ensuring they understand the implications of these issues. Keep it a concise, high-level summary that highlights key issues, risks, and actions taken. This will help build trust and keep everyone on the same page.

Schedule regular check-ins to update on progress and challenges. These meetings should be more than just a status update; they should be a two-way street. Share your progress and challenges, but also listen to their concerns and insights.

This keeps the dialogue open and ensures that you’re aligned with the company’s strategic goals. Best is bi-weekly check-ins because they strike the right balance between staying informed and not overwhelming everyone with too many meetings.

Encourage open communication within your team. Your team should feel comfortable sharing their thoughts and concerns. Foster a culture where feedback is welcomed and valued. One way to do this is by having an open-door policy. Make it clear that team members can come to you with any issues. 

Foster a culture of feedback and continuous improvement. After major projects or cases, conduct debrief sessions to discuss what went well and what could be improved. This helps your team learn and grow from each experience.

Hold regular team meetings to discuss updates and share information. Use these meetings to discuss ongoing projects, share updates, and address any concerns. Make sure these meetings are productive and focused. Start with a quick round of updates, followed by a deep dive into key issues. 

Tip: Create channels for anonymous feedback and suggestions. Not everyone is comfortable speaking up in meetings. Provide channels for anonymous feedback and suggestions. This could be an anonymous suggestion box (digital or physical) or a confidential survey. This way, you can gather honest feedback and ideas that might not surface otherwise. 

#6 Leverage technology for greater efficiency

Using technology can transform how your team works. Here’s how to do it effectively:

• Adopt innovative legal tech tools: Start by identifying the most time-consuming and error-prone tasks. For many legal teams, contract management and contract compliance tracking are prime candidates for automation. Look for the technology that can streamline these processes and free up your team to focus on more strategic work

• Implement tools to streamline operations: A Contract Lifecycle Management (CLM) system can automate everything from contract creation to approval and renewal. This not only speeds up the process but also reduces errors and ensures compliance. For instance, SpotDraft’s CLM system can significantly cut down the time it takes to manage contracts, making your team more efficient and responsive

“I would describe SpotDraft as super nimble...They are able to jump on requests pretty quickly and respond to us with all kinds of support."

~ Brenda Yun Perez
Senior Legal Ops Manager, Apollo.io

• Use data-driven decision-making: Data isn’t just numbers; it’s insight. Use data analytics to understand how your team is performing and where improvements can be made. Analytics tools can show you where contracts are getting stuck or where compliance issues frequently arise. For instance, SpotDraft’s reporting functionality provide detailed reports that help you pinpoint bottlenecks and inefficiencies

• Track key performance indicators (KPIs):

“KPIs need to be adaptive. They give insights to our board, who are not sitting with us day in and day out, as well as the management team that oversees the business regularly. I’m always looking to finetune the parameters, especially since legal and legal ops wins can be difficult to quantify and separate from another department.”
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~ Jesimin Berman, Director of Legal Ops and Compliance, Papaya Global
Shaping Efficient Legal Frameworks

Set clear, measurable metrics to gauge your team’s success. This could include the time taken to close contracts, the number of compliance issues resolved, or the volume of contracts processed each month. Regularly review these KPIs to stay on top of your team’s performance and make adjustments as needed

• Adjust strategies based on data: Use the insights from your data to tweak processes. If you notice a recurring delay in contract approval, investigate the cause and adjust your workflow accordingly. Continuous improvement should be a core part of your strategy. For example, you may discover that your review process is unnecessarily lengthy. By streamlining it, you can cut the approval time in half, making the entire operation more efficient

• Incorporate advanced tools for specific tasks: Document verification and electronic signatures are areas where technology can make a significant impact. Automating document verification ensures compliance without the need for manual checks. For instance, SpotDraft’s VerifAI tool can automate this process, saving time and reducing errors. Similarly, SpotDraft’s Clickthrough makes obtaining signatures quick and easy, which can be particularly useful when dealing with high volumes of clickwrap contracts

Also read: 8 Best Contract Management Software

You’re all set to navigate those (very scary) first 90 days

The first 90 days as General Counsel are crucial. They set the stage for your success and the success of your team.

Recap the importance of these initial months. They are your opportunity to establish credibility, build trust, and lay a solid foundation. Remember, it’s not just about managing current tasks but also about setting the tone for continuous improvement and strategic planning. This mindset will help you navigate challenges and seize opportunities.

To ensure you’re on track during your first 90 days, download our free First-Time General Counsel checklist. It’s designed to guide you through this critical period with actionable steps and insights.

Download the checklist

Also, don’t forget to explore SpotDraft for tools and resources that can enhance your legal workflows. Our suite of solutions, including contract lifecycle management, document verification, and electronic signatures, can significantly improve your team’s efficiency and accuracy.