A retail giant’s initial 90-day leadership transition offers valuable insights into the art of leadership handover, highlighting the importance of securing early wins, aligning strategy with company culture, controlling the narrative, building a team that reflects your vision, and showing up where it counts.
The High Stakes of a Leadership Transition
Leadership transitions are pivotal moments in any executive’s career. The early days in a new role are fraught with complexity, expectation, and risk. The choices made in the first 90 days can set the stage for long-term success—or create the conditions for a quick departure.
Secure Early Wins that Matter
Momentum is a leader’s best friend in the early days. However, without visible early wins, confidence can be lost, and the organization may struggle to move forward. This was evident in Starbucks‘ recent leadership change, where Laxman Narasimhan struggled to produce visible early wins.
In contrast, Brian Niccol, who took over as CEO, went back to basics. He reintroduced ceramic mugs and self-serve condiment stations—simple yet symbolic gestures that signaled a return to Starbucks‘ roots. These small but tangible wins helped establish credibility and created a sense of positive change.
Brian Niccol is an American business executive who has held various leadership positions in the fast-food industry.
He served as the CEO of Chipotle Mexican Grill from 2018 to 2021, where he led the company's digital transformation and expansion into new markets.
Niccol also oversaw the launch of Chipotle's mobile ordering and payment system, which significantly increased customer convenience and loyalty.
Prior to joining Chipotle, Niccol held leadership roles at Yum! Brands, including CEO of Pizza Hut.
He has a strong track record of driving business growth through innovative strategies and technological advancements.
Early victories like these are vital not just for optics but for building trust, improving morale, and signaling that better days are ahead.
Align Strategy with Company Culture
One of the greatest traps for new leaders is misaligning their strategic approach with the company’s culture. Narasimhan‘s background in consumer goods did not translate seamlessly into Starbucks‘ high-touch, people-first environment.
Laxman Narasimhan is a seasoned executive with extensive experience in the consumer goods industry.
He has held various leadership positions, including CEO of Starbucks China and President of PepsiCo's Latin America Foods business.
Narasimhan has a proven track record of driving growth and innovation, with a focus on digital transformation and customer-centric strategies.
His expertise spans across marketing, sales, and operations, making him a valuable asset to any organization.
On the other hand, Niccol has demonstrated a more substantial cultural alignment. His strategic resets have focused on enhancing the in-store experience, reflecting an understanding of Starbucks‘ heritage. He did not just change policies; he changed narratives.
Culture isn’t a veneer; it’s the soul of the organization. Leaders who ignore it do so at their peril. Cultural alignment empowers employees, reassures customers, and accelerates adoption of change.
Company culture refers to the shared values, attitudes, and behaviors that define an organization's work environment. It encompasses norms, expectations, and practices that influence employee behavior and interactions. A strong company culture can boost productivity, job satisfaction, and employee retention. Key elements of a positive company culture include open communication, transparency, diversity and inclusion, and opportunities for growth and development.
Control the Narrative
Leadership is as much about perception as it is about action. Effective leaders know how to shape narratives that mobilize stakeholders.
Narasimhan‘s message often came across as technocratic, emphasizing operational reforms over emotional connection. This approach felt cold and disconnected in an environment where employees and customers value empathy and purpose.
In contrast, Niccol has been more effective in managing the message. He communicates a clear and consistent vision—returning to what makes Starbucks special while making pragmatic changes. His early actions and internal messaging conveyed humility and purpose.
Managing the message is about more than PR; it requires leaders to be transparent, inspiring, and responsive. Stakeholders want to know where the organization is going, why it matters, and how they can be part of the journey.
Build a Team that Reflects Your Vision—Quickly
No leader succeeds alone. Establishing a high-performing leadership team is foundational to long-term impact.
Narasimhan made few visible moves to build or reshape his senior team, missing an opportunity to inject new energy and align leadership with his vision. When existing leadership isn’t aligned, even the best strategies falter.
Niccol has taken swift steps to reorganize and streamline Starbucks‘ corporate structure. He has eliminated bureaucracy and clarified accountability, trimming over 1,100 corporate positions. These moves demonstrate decisiveness and signal a commitment to execution.
Show Up Where It Counts
Leaders who immerse themselves in the day-to-day realities of their organizations earn credibility and gather invaluable insights.
Narasimhan maintained a more top-down leadership posture, which may have distanced him from Starbucks‘ frontline culture—a crucial miss in a company so deeply rooted in store-level experiences.
In contrast, Niccol prioritized store visits and direct engagement with partners early in his tenure. By spending time with baristas and listening to their stories, he reinforced a culture of openness and modeled the behavior expected throughout the organization.
Frontline engagement offers leaders a direct window into operational realities and customer sentiment. It also boosts employee morale, signaling that their work matters and that leadership is paying attention.
The Real Legacy Behind the First 90 Days
Leadership transitions are defining moments. They demand clarity, courage, and compassion.
As we’ve seen in the Starbucks case, even the most credentialed leaders can stumble if they misread the culture, miss the quick wins or mismanage messaging. Conversely, leaders who enter with humility, prioritize alignment, and act decisively can chart a path to enduring success.
Navigating transitions requires balancing reflection with action, strategy with empathy, and short-term wins with long-term vision. It’s not about making noise—it’s about making meaning.
New leaders who embrace this mindset will not only survive their first 90 days—they’ll thrive in the years to come. Get this right, and a new leader can turn a fragile beginning into a powerful legacy.
