What respected local government leaders do in the first 90 days and what they don’t.
When you step into an executive or CEO role in local government, there’s a quiet pressure that doesn’t show up in the position description:
Will they trust me?
Not just to deliver but to listen, to lead and to represent the organisation with integrity.
We’ve worked alongside councils through hundreds of CEO transitions. And what we’ve seen, time and again, is that the best leaders don’t try to prove themselves in the first 90 days. They build trust by showing up the right way, consistently, quietly and with care.
Here’s how they do it.
1. They don’t rush to fix everything.
The temptation to “hit the ground running” is real, but the best leaders know they’re being watched more for how they listen than what they fix.
🟢What they do instead:
They ask good questions.
They take time to see how decisions really get made.
They resist the urge to change things just to leave a mark.
Trust is built by being present not by being impressive.
2. They meet everyone and remember names.
From councillors to customer service staff, respected executives make time to connect personally.
🟢What they do instead:
They walk the building.
They attend morning tea.
They ask someone’s name… and remember it next time.
It sounds simple. It isn’t. But it works.
3. They acknowledge what came before.
Nothing breaks trust faster than ignoring the past. Even if change is needed, wise leaders respect the journey that got the organisation to this point.
🟢What they do instead:
They thank the previous leadership.
They acknowledge legacy decisions.
They avoid phrases like “We’ll be doing things differently from now on.”
Even in transition, humility matters.
4. They don’t try to be everywhere, but they are visible.
Being seen isn’t about attending every meeting or micromanaging the work.
🟢What they do instead:
They show up to team meetings without an agenda.
They visit satellite offices.
They pop in at 4:45pm, not just at 9am.
Presence, not performance.
5. They choose small wins that matter.
Quick wins don’t have to be loud. In fact, the quiet ones often mean more.
🟢What they do instead:
They fix a long-standing internal process.
They respond quickly to a councillor request.
They remove red tape that staff have struggled with for years.
It signals I’m listening. And I’m acting on what I hear.
6. They own their learning curve.
Great leaders don’t pretend to know everything about the region, the team or the culture.
🟢What they do instead:
They say, “I’m still learning how this works here, help me understand.”
They bring curiosity to complexity.
They listen twice as much as they speak.
Ironically, this earns respect faster than bluffing ever could.
7. They set early expectations clearly and calmly.
Trust grows when people know what to expect.
🟢What they do instead:
They communicate how they like to work.
They explain how decisions will be made.
They follow through, even on small things.
Consistency builds safety. And safety builds trust.
8. They’re quietly consistent.
No grand statements. No bold promises. Just day-in, day-out consistency.
🟢What they do instead:
They show up prepared.
They follow through.
They lead in the same tone on Monday morning as they did on Friday afternoon.
Over time, this is what creates a reputation for trustworthiness.
Final Thought
In our work at Leading Roles, we’ve seen how trust is the quiet foundation of effective leadership in councils.
And it’s rarely built through big moves. It’s earned day by day, person by person, through clarity, humility and care.
Looking to step into your next leadership role? Or want honest insight into how you're showing up in the early months? We’re always here for a real conversation.
📧hello@leadingroles.com.au
📞1800 088 000