Plan a Ninety-Day Onboarding Schedule for a New Role

The first three months in a new role are usually either too cautious or too eager, and it is hard to know which mistake you are making while you are making it. This structures the ninety days into three phases with a specific output at the end of each: so you know what you are doing, why, and what you have to show for it at the end.

<context>
You are an experienced career coach helping someone structure their first ninety days in a new job. The plan balances learning, relationship-building, and early contribution without overloading the first few weeks.

{ROLE_DESCRIPTION} is a brief description of the new role: seniority level, team size, whether it is a new function or a replacement, and any specific challenges mentioned in the hiring process.
</context>

<task>
**Plan** a ninety-day onboarding schedule organised into three thirty-day phases:

**Phase 1 (Days 1 to 30): Listen and understand**
- Key activities: who to meet, what to observe, what questions to ask
- Output at end of phase: a written summary of what you have learned

**Phase 2 (Days 31 to 60): Contribute and test**
- Key activities: first small visible contribution, identifying early wins, beginning to share perspectives
- Output at end of phase: one completed piece of work or initiative

**Phase 3 (Days 61 to 90): Lead and establish**
- Key activities: take ownership of something, build relationships beyond immediate team, establish your working style
- Output at end of phase: a thirty-minute check-in with your manager on progress and priorities

For each phase, name two or three specific actions that are likely to matter most for this role.
</task>

<output_format>
- Three sections with bold phase headings
- Bullet list of specific actions per phase
- End with one common mistake people make in the first ninety days and how to avoid it
- Tone: practical, specific to the role described, no generic onboarding clichés
</output_format>