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What should you do in your first 90 days after joining Chief in 2028?

📖 2,855 words🗓️ Published Jul 15, 2026

Direct Answer

In your first 90 days after joining Chief in 2028, treat membership like a strategic account you're onboarding: define what "return" means for you, complete your profile and Core group placement, show up to your first two or three sessions before judging fit, and make five to seven genuine peer connections rather than collecting hundreds of shallow ones. The members who get the most out of Chief are the ones who move from passive access to active contribution inside the first quarter — they ask for a specific introduction, bring a real problem to their Core, and reciprocate before they extract.

Joining Chief — the private membership network built for senior women executives — is not like joining LinkedIn or a Slack community. It is a curated, cohort-based network where the value compounds through depth, not reach. The trap most new members fall into is treating the first 90 days as an orientation period to observe passively, then "getting serious later." The compounding starts on day one, and the relationships you seed in the first quarter are the ones that pay off in year two. This guide breaks down exactly how to sequence those 90 days so that by day 91 you have a functioning executive support system, not just a login.

What is Chief and what are you actually joining in 2028?

Chief is a private network created to connect and support women in senior leadership — vice presidents, C-suite officers, founders, and board members. The core product is the peer group (historically called a "Core"): a small, facilitated group of cross-industry executives at a similar seniority level who meet regularly with a trained leadership coach. Around that sit the digital platform, member-only events, curated content and speaker sessions, and access to physical clubhouse spaces in select cities. What you are buying is not content — content is free everywhere — you are buying a vetted room of people who will tell you the truth about a decision you can't discuss with your own board or your own team.

By 2028 the network has matured well past its early scarcity era, which changes the onboarding calculus. Digital-first and hybrid membership tiers mean many members will never set foot in a physical clubhouse, so the value has to be manufactured deliberately through the peer group and the platform rather than absorbed by osmosis at an in-person happy hour. That shift makes the first 90 days *more* important, not less: nobody is going to bump into you in a hallway and pull you into an opportunity. You have to reach out on purpose. If you approach your membership the way a disciplined revenue leader approaches a new territory — with a plan, a pipeline of relationships, and a definition of what a "closed-won" connection looks like — you will outperform members who joined years earlier and coasted. For a broader framework on entering any high-trust professional community, see the onboarding playbook at https://pulserevops.com/knowledge/q11740.

What should you do in your first 90 days after joining Chief in 2028 — figure 1

How should you structure your first 90 days: a phased plan

The mistake is treating 90 days as one undifferentiated block. Break it into three 30-day phases with distinct goals: orient (days 1–30), engage (days 31–60), and contribute (days 61–90). Each phase has a different center of gravity. In the first, you are reducing friction and gathering information. In the second, you are testing relationships and showing up consistently. In the third, you are giving value back so the network starts working for you without you asking.

This mirrors the logic of Michael Watkins' *The First 90 Days*, the canonical text on executive transitions — the same discipline you'd apply to a new C-suite role applies to entering a new executive network. In a new job, the danger is action-before-understanding; in a new network, the danger is the opposite — understanding-before-action, watching from the sidelines until the cohort has already formed its bonds without you. The diagram below shows how the three phases stack and where your energy should concentrate in each.

What should you do in your first 90 days after joining Chief in 2028 — figure 2

The single most important structural decision is to front-load the low-effort, high-leverage setup work — profile, preferences, calendar holds — into week one, so that phases two and three are about people, not admin. Members who leave the setup half-finished spend their whole first quarter with a diluted profile that the matching and recommendation systems can't work with, which quietly starves them of relevant introductions.

What should you do in your first 90 days after joining Chief in 2028 — figure 3

Days 1–30: Orient — what to complete before you judge fit

The first month is about removing every excuse the platform has to under-serve you. Complete your profile fully and honestly, especially the fields about what you're navigating right now — a reorg, a first board seat, a scaling problem, a career pivot. These fields are not vanity; they are the inputs that drive who you get matched with and which sessions get surfaced to you. A thin profile produces thin recommendations. Treat the profile the way you'd treat your CRM hygiene: garbage in, garbage out, and the cost of the gap is invisible until you notice everyone else is getting better intros than you.

Your Core group placement is the crown jewel, and it may not happen instantly — placement is deliberate, matching seniority and sometimes function or life stage, and there can be a wait. Do not let that wait become an excuse to disengage. Use the interim to attend two or three open sessions, member events, or virtual roundtables purely to calibrate. Critically: do not decide whether the membership is "worth it" during the first 30 days. The value curve is back-loaded. Judging Chief on your first session is like judging a territory on your first cold call. The single behavioral rule for this phase is *show up before you evaluate* — attend, take notes on who resonates, and note the two or three people you'd want to talk to one-on-one later. For a deeper treatment of how to run this evaluation without prematurely quitting, see https://pulserevops.com/knowledge/q11812.

One practical tactic: within the first two weeks, block recurring time on your calendar for your Core meetings and one flexible hour per week for network activity. Executives who don't protect the time never build the habit, and by day 60 they've quietly churned in everything but billing. The calendar block is the cheapest insurance you can buy against your own good intentions.

Days 31–60: Engage — turning access into relationships

By the second month you should have your Core group and a sense of the platform's rhythm. Now the work shifts from consuming to connecting. The highest-leverage move in this window is to bring a real, current problem to your Core — not a polished war story with the ending already known, but a live decision you're genuinely wrestling with. Vulnerability is the accelerant of trust in these groups. The member who says "I'm considering leaving my role and I don't know how to think about it" gets a different depth of relationship than the one who only shares wins. Your Core will match your level of disclosure; go first.

Simultaneously, request three to five targeted one-on-one introductions or conversations — either through whatever matching or "connect" feature the platform offers, or directly to the members you flagged in month one. Be specific about why: "I saw you scaled RevOps through a PE transition; I'm about to do the same and would value 30 minutes" converts far better than "I'd love to connect." Specificity signals you've done your homework and respect their time. This is straightforward pipeline discipline applied to relationships — a defined ask, a clear reason, a small time commitment. The diagram below maps how a single engaged connection compounds into network value over the quarter.

The second thing to do in this window is join exactly one topic-based community, channel, or interest group — not five. New members over-index on breadth, joining every channel and then muting all of them. Pick the one most aligned with your current work or transition and participate in it weekly. Depth in one beats presence in ten. If you're a revenue leader, the operators-and-GTM communities tend to be where the most actionable peer advice lives; the tactics you pick up there frequently translate directly into pipeline and retention gains you can measure, as discussed at https://pulserevops.com/knowledge/aq1163.

Days 61–90: Contribute — how to make the network work for you

The final month is the one that separates members who renew enthusiastically from those who quietly let membership lapse. The rule is simple and counterintuitive: give before you ask. By day 60 you've received introductions, advice, and access. Now reciprocate visibly. Offer to make an introduction from your own network. Share a resource, template, or vendor recommendation into your Core or community. Volunteer to host a small discussion on something you know cold. Reciprocity is the mechanism by which you go from being a name in a directory to being a person other members actively think of when an opportunity — a board seat, a role, a partnership — crosses their desk.

This is also the phase to conduct an honest fit assessment, but with 60 days of real data behind it rather than first-impression noise. Ask yourself three questions: Did I make at least three connections I'd genuinely call in a crisis? Did my Core give me at least one piece of advice I couldn't have gotten inside my own company? Am I willing to invest an hour a week for the next year? If the answer to two of the three is yes, the membership is working and you should set concrete year-one goals — a board placement, a specific skill, a peer mentor. If the honest answer is no across the board, you now have the evidence to have a candid conversation with your account or community contact about re-matching your Core or adjusting your tier before you write off the whole membership. A bad Core match is fixable; most disappointed members never flag it.

The behavioral through-line of the entire 90 days is the shift from consumer to contributor, and it should happen faster than feels comfortable. The members who wait a full year to give back never build the reputation that makes the network valuable. Contribution in month three, when you're still technically new, signals generosity and confidence — exactly the traits that make senior peers want you in their corner. For how this same give-first dynamic plays out in revenue partnerships and channel relationships, see https://pulserevops.com/knowledge/q11889.

What are the most common first-90-day mistakes to avoid?

The failure modes are predictable, which means they're avoidable. The first is passive lurking — logging in, reading, attending on mute, and never initiating. Access without initiation produces nothing; the platform can't want things on your behalf. The second is breadth over depth — collecting connections and channel memberships like trophies while building no real relationships. Five deep beats fifty shallow every single time in a trust network. The third is premature judgment — deciding in week two that "it's just networking" and disengaging before the Core has even formed. The value is back-loaded by design, and quitting early guarantees you never see it.

The fourth mistake is transactional extraction — showing up only when you need something and never reciprocating. Senior peers spot this instantly and route around it, and a reputation for taking-without-giving in a small vetted network is expensive and durable. The fifth is neglecting the calendar — good intentions with no protected time, which produces silent churn where you're paying for a membership you've functionally abandoned. Every one of these is a discipline problem, not a Chief problem, and every one is solved by the phased plan above. If you find yourself slipping into any of them by day 45, the fix is to return to a single concrete action: one specific ask, one genuine offer, one protected hour. Momentum in a network, like momentum in a pipeline, is rebuilt one deliberate touch at a time.

FAQ

What exactly do you get with a Chief membership? Access to a facilitated peer group (Core) of similarly senior executives with a leadership coach, plus a digital platform, member-only events and speaker sessions, curated content, and — depending on tier and city — physical clubhouse access. The peer group is the core value; everything else is supporting infrastructure.

Who qualifies to join Chief? Chief is designed for senior women leaders — typically vice president level and above, including C-suite executives, founders, and board members. Membership is application-based and vetted for seniority, which is what preserves the quality of the rooms you're placed in.

How much does Chief cost in 2028? Pricing varies by tier and membership type, and Chief has historically offered different levels of access, so confirm current rates directly with Chief rather than relying on older figures. Do not assume past prices still apply — verify the current tier structure before you budget or negotiate employer sponsorship.

Can my employer pay for my Chief membership? Many members expense membership as professional or leadership development, and some employers sponsor it as a retention and development investment for senior women. Frame the ask around board-readiness, executive development, and retention outcomes, and confirm the current cost with Chief before proposing it.

What if I don't click with my assigned Core group? A poor Core match is fixable — contact your account or community representative and request a re-match rather than writing off the entire membership. Most disappointed members simply never raise it, then blame the network for a problem it would have solved.

How often do Core groups meet? Cores meet on a regular recurring cadence facilitated by a coach; block that time on your calendar as non-negotiable from week one. Protecting the recurring slot is the single most reliable predictor of whether a new member actually builds the habit or quietly churns.

Is Chief only useful for finding a board seat? No — board pathways are one benefit, but members also use it for peer counsel on live decisions, career transitions, hiring and reorg advice, and confidential sounding-boarding they can't get from their own team or board. Board access is a headline outcome, not the daily value.

How do I measure whether my first 90 days worked? Use three tests: at least three connections you'd call in a crisis, at least one piece of Core advice you couldn't have gotten internally, and genuine willingness to invest an hour a week going forward. Two of three yes means it's working; set year-one goals from there.

Sources

flowchart TD A[Day 0: Membership activated] --> B[Phase 1 · Days 1-30 · ORIENT] B --> B1[Complete profile + preferences] B --> B2[Get placed in your Core group] B --> B3[Attend 2-3 sessions, no judgment yet] B1 --> C[Phase 2 · Days 31-60 · ENGAGE] B2 --> C B3 --> C C --> C1[Bring a real problem to your Core] C --> C2[Request 3-5 targeted 1:1 intros] C --> C3[Join one topic community or channel] C1 --> D[Phase 3 · Days 61-90 · CONTRIBUTE] C2 --> D C3 --> D D --> D1[Offer help/intro to another member first] D --> D2[Share a resource or host a discussion] D --> D3[Assess fit + set year-one goals] D1 --> E[Day 91: Functioning support system] D2 --> E D3 --> E

flowchart LR A[You: specific, generous ask] --> B[1:1 conversation] B --> C{Genuine fit?} C -->|Yes| D[Reciprocal help offered] C -->|No| E[Warm, low-cost close] D --> F[Trust established] F --> G[They introduce you to 2 others] F --> H[You are top-of-mind for opportunities] G --> I[Network compounds] H --> I E --> J[Goodwill retained for future] J --> I I --> K[Year-two payoff: board seats, roles, deals]

Related on PULSE

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## Direct Answer

In your first 90 days after joining Chief in 2028, treat membership like a strategic account you're onboarding: define what "return" means for you, complete your profile and Core group placement, show up to your first two or three sessions before judging fit, and make five to seven genuine peer connections rather than collecting hundreds of shallow ones. The members who get the most out of Chief are the ones who move from passive access to active contribution inside the first quarter — they ask for a specific introduction, bring a real problem to their Core, and reciprocate before they extract.

Joining Chief — the private membership network built for senior women executives — is not like joining LinkedIn or a Slack community. It is a curated, cohort-based network where the value compounds through depth, not reach. The trap most new members fall into is treating the first 90 days as an orientation period to observe passively, then "getting serious later." The compounding starts on day one, and the relationships you seed in the first quarter are the ones that pay off in year two. This guide breaks down exactly how to sequence those 90 days so that by day 91 you have a functioning executive support system, not just a login.

## What is Chief and what are you actually joining in 2028?

Chief is a private network created to connect and support women in senior leadership — vice presidents, C-suite officers, founders, and board members. The core product is the peer group (historically called a "Core"): a small, facilitated group of cross-industry executives at a similar seniority level who meet regularly with a trained leadership coach. Around that sit the digital platform, member-only events, curated content and speaker sessions, and access to physical clubhouse spaces in select cities. What you are buying is not content — content is free everywhere — you are buying a vetted room of people who will tell you the truth about a decision you can't discuss with your own board or your own team.

By 2028 the network has matured well past its early scarcity era, which changes the onboarding calculus. Digital-first and hybrid membership tiers mean many members will never set foot in a physical clubhouse, so the value has to be manufactured deliberately through the peer group and the platform rather than absorbed by osmosis at an in-person happy hour. That shift makes the first 90 days *more* important, not less: nobody is going to bump into you in a hallway and pull you into an opportunity. You have to reach out on purpose. If you approach your membership the way a disciplined revenue leader approaches a new territory — with a plan, a pipeline of relationships, and a definition of what a "closed-won" connection looks like — you will outperform members who joined years earlier and coasted. For a broader framework on entering any high-trust professional community, see the onboarding playbook at https://pulserevops.com/knowledge/q11740.

![What should you do in your first 90 days after joining Chief in 2028 — figure 1](/assets/qa/q19022-b1.jpg)


## How should you structure your first 90 days: a phased plan

The mistake is treating 90 days as one undifferentiated block. Break it into three 30-day phases with distinct goals: **orient** (days 1–30), **engage** (days 31–60), and **contribute** (days 61–90). Each phase has a different center of gravity. In the first, you are reducing friction and gathering information. In the second, you are testing relationships and showing up consistently. In the third, you are giving value back so the network starts working for you without you asking.

This mirrors the logic of Michael Watkins' *The First 90 Days*, the canonical text on executive transitions — the same discipline you'd apply to a new C-suite role applies to entering a new executive network. In a new job, the danger is action-before-understanding; in a new network, the danger is the opposite — understanding-before-action, watching from the sidelines until the cohort has already formed its bonds without you. The diagram below shows how the three phases stack and where your energy should concentrate in each.

![What should you do in your first 90 days after joining Chief in 2028 — figure 2](/assets/qa/q19022-b2.jpg)


```mermaid
flowchart TD
    A[Day 0: Membership activated] --> B[Phase 1 · Days 1-30 · ORIENT]
    B --> B1[Complete profile + preferences]
    B --> B2[Get placed in your Core group]
    B --> B3[Attend 2-3 sessions, no judgment yet]
    B1 --> C[Phase 2 · Days 31-60 · ENGAGE]
    B2 --> C
    B3 --> C
    C --> C1[Bring a real problem to your Core]
    C --> C2[Request 3-5 targeted 1:1 intros]
    C --> C3[Join one topic community or channel]
    C1 --> D[Phase 3 · Days 61-90 · CONTRIBUTE]
    C2 --> D
    C3 --> D
    D --> D1[Offer help/intro to another member first]
    D --> D2[Share a resource or host a discussion]
    D --> D3[Assess fit + set year-one goals]
    D1 --> E[Day 91: Functioning support system]
    D2 --> E
    D3 --> E
```

The single most important structural decision is to **front-load the low-effort, high-leverage setup work** — profile, preferences, calendar holds — into week one, so that phases two and three are about people, not admin. Members who leave the setup half-finished spend their whole first quarter with a diluted profile that the matching and recommendation systems can't work with, which quietly starves them of relevant introductions.

![What should you do in your first 90 days after joining Chief in 2028 — figure 3](/assets/qa/q19022-b3.jpg)


## Days 1–30: Orient — what to complete before you judge fit

The first month is about removing every excuse the platform has to under-serve you. Complete your profile fully and honestly, especially the fields about what you're navigating right now — a reorg, a first board seat, a scaling problem, a career pivot. These fields are not vanity; they are the inputs that drive who you get matched with and which sessions get surfaced to you. A thin profile produces thin recommendations. Treat the profile the way you'd treat your CRM hygiene: garbage in, garbage out, and the cost of the gap is invisible until you notice everyone else is getting better intros than you.

Your Core group placement is the crown jewel, and it may not happen instantly — placement is deliberate, matching seniority and sometimes function or life stage, and there can be a wait. Do not let that wait become an excuse to disengage. Use the interim to attend two or three open sessions, member events, or virtual roundtables purely to calibrate. Critically: **do not decide whether the membership is "worth it" during the first 30 days.** The value curve is back-loaded. Judging Chief on your first session is like judging a territory on your first cold call. The single behavioral rule for this phase is *show up before you evaluate* — attend, take notes on who resonates, and note the two or three people you'd want to talk to one-on-one later. For a deeper treatment of how to run this evaluation without prematurely quitting, see https://pulserevops.com/knowledge/q11812.

One practical tactic: within the first two weeks, block recurring time on your calendar for your Core meetings and one flexible hour per week for network activity. Executives who don't protect the time never build the habit, and by day 60 they've quietly churned in everything but billing. The calendar block is the cheapest insurance you can buy against your own good intentions.

## Days 31–60: Engage — turning access into relationships

By the second month you should have your Core group and a sense of the platform's rhythm. Now the work shifts from consuming to connecting. The highest-leverage move in this window is to **bring a real, current problem to your Core** — not a polished war story with the ending already known, but a live decision you're genuinely wrestling with. Vulnerability is the accelerant of trust in these groups. The member who says "I'm considering leaving my role and I don't know how to think about it" gets a different depth of relationship than the one who only shares wins. Your Core will match your level of disclosure; go first.

Simultaneously, request three to five targeted one-on-one introductions or conversations — either through whatever matching or "connect" feature the platform offers, or directly to the members you flagged in month one. Be specific about why: "I saw you scaled RevOps through a PE transition; I'm about to do the same and would value 30 minutes" converts far better than "I'd love to connect." Specificity signals you've done your homework and respect their time. This is straightforward pipeline discipline applied to relationships — a defined ask, a clear reason, a small time commitment. The diagram below maps how a single engaged connection compounds into network value over the quarter.

```mermaid
flowchart LR
    A[You: specific, generous ask] --> B[1:1 conversation]
    B --> C{Genuine fit?}
    C -->|Yes| D[Reciprocal help offered]
    C -->|No| E[Warm, low-cost close]
    D --> F[Trust established]
    F --> G[They introduce you to 2 others]
    F --> H[You are top-of-mind for opportunities]
    G --> I[Network compounds]
    H --> I
    E --> J[Goodwill retained for future]
    J --> I
    I --> K[Year-two payoff: board seats, roles, deals]
```

The second thing to do in this window is join exactly one topic-based community, channel, or interest group — not five. New members over-index on breadth, joining every channel and then muting all of them. Pick the one most aligned with your current work or transition and participate in it weekly. Depth in one beats presence in ten. If you're a revenue leader, the operators-and-GTM communities tend to be where the most actionable peer advice lives; the tactics you pick up there frequently translate directly into pipeline and retention gains you can measure, as discussed at https://pulserevops.com/knowledge/aq1163.

## Days 61–90: Contribute — how to make the network work for you

The final month is the one that separates members who renew enthusiastically from those who quietly let membership lapse. The rule is simple and counterintuitive: **give before you ask.** By day 60 you've received introductions, advice, and access. Now reciprocate visibly. Offer to make an introduction from your own network. Share a resource, template, or vendor recommendation into your Core or community. Volunteer to host a small discussion on something you know cold. Reciprocity is the mechanism by which you go from being a name in a directory to being a person other members actively think of when an opportunity — a board seat, a role, a partnership — crosses their desk.

This is also the phase to conduct an honest fit assessment, but with 60 days of real data behind it rather than first-impression noise. Ask yourself three questions: Did I make at least three connections I'd genuinely call in a crisis? Did my Core give me at least one piece of advice I couldn't have gotten inside my own company? Am I willing to invest an hour a week for the next year? If the answer to two of the three is yes, the membership is working and you should set concrete year-one goals — a board placement, a specific skill, a peer mentor. If the honest answer is no across the board, you now have the evidence to have a candid conversation with your account or community contact about re-matching your Core or adjusting your tier before you write off the whole membership. A bad Core match is fixable; most disappointed members never flag it.

The behavioral through-line of the entire 90 days is the shift from **consumer to contributor**, and it should happen faster than feels comfortable. The members who wait a full year to give back never build the reputation that makes the network valuable. Contribution in month three, when you're still technically new, signals generosity and confidence — exactly the traits that make senior peers want you in their corner. For how this same give-first dynamic plays out in revenue partnerships and channel relationships, see https://pulserevops.com/knowledge/q11889.

## What are the most common first-90-day mistakes to avoid?

The failure modes are predictable, which means they're avoidable. The first is **passive lurking** — logging in, reading, attending on mute, and never initiating. Access without initiation produces nothing; the platform can't want things on your behalf. The second is **breadth over depth** — collecting connections and channel memberships like trophies while building no real relationships. Five deep beats fifty shallow every single time in a trust network. The third is **premature judgment** — deciding in week two that "it's just networking" and disengaging before the Core has even formed. The value is back-loaded by design, and quitting early guarantees you never see it.

The fourth mistake is **transactional extraction** — showing up only when you need something and never reciprocating. Senior peers spot this instantly and route around it, and a reputation for taking-without-giving in a small vetted network is expensive and durable. The fifth is **neglecting the calendar** — good intentions with no protected time, which produces silent churn where you're paying for a membership you've functionally abandoned. Every one of these is a discipline problem, not a Chief problem, and every one is solved by the phased plan above. If you find yourself slipping into any of them by day 45, the fix is to return to a single concrete action: one specific ask, one genuine offer, one protected hour. Momentum in a network, like momentum in a pipeline, is rebuilt one deliberate touch at a time.

## Related questions

### Is Chief membership worth it for a revenue or GTM executive?
It can be, if your gap is peer counsel and board-track visibility rather than tactical GTM skills. Chief's value is cross-industry executive perspective and board pathways; if you want RevOps-specific tactics, pair it with an operator community.

### How long does it take to get placed in a Core group?
Placement timing varies because it's a deliberate match on seniority and often function or life stage, so there can be a wait of weeks. Use the interim to attend open sessions rather than disengaging, and treat the wait as normal.

### What should I put in my Chief profile to get better matches?
Be specific about what you're navigating right now — a reorg, first board seat, a scaling challenge, or a pivot — because those live-situation fields drive matching and recommendations far more than your title or bio does.

### How is Chief different from LinkedIn or a Slack community?
Chief is curated, vetted, and cohort-based with facilitated peer groups and coaches, whereas open networks optimize for reach. The value comes from depth and trust in a small room, not from audience size or feed visibility.

### Should I use a physical clubhouse or is digital enough?
Digital-first membership is fully viable in 2028, but it requires you to manufacture connection deliberately through your Core and one-on-one asks, since you won't absorb it passively from in-person serendipity.

## FAQ

**What exactly do you get with a Chief membership?**
Access to a facilitated peer group (Core) of similarly senior executives with a leadership coach, plus a digital platform, member-only events and speaker sessions, curated content, and — depending on tier and city — physical clubhouse access. The peer group is the core value; everything else is supporting infrastructure.

**Who qualifies to join Chief?**
Chief is designed for senior women leaders — typically vice president level and above, including C-suite executives, founders, and board members. Membership is application-based and vetted for seniority, which is what preserves the quality of the rooms you're placed in.

**How much does Chief cost in 2028?**
Pricing varies by tier and membership type, and Chief has historically offered different levels of access, so confirm current rates directly with Chief rather than relying on older figures. Do not assume past prices still apply — verify the current tier structure before you budget or negotiate employer sponsorship.

**Can my employer pay for my Chief membership?**
Many members expense membership as professional or leadership development, and some employers sponsor it as a retention and development investment for senior women. Frame the ask around board-readiness, executive development, and retention outcomes, and confirm the current cost with Chief before proposing it.

**What if I don't click with my assigned Core group?**
A poor Core match is fixable — contact your account or community representative and request a re-match rather than writing off the entire membership. Most disappointed members simply never raise it, then blame the network for a problem it would have solved.

**How often do Core groups meet?**
Cores meet on a regular recurring cadence facilitated by a coach; block that time on your calendar as non-negotiable from week one. Protecting the recurring slot is the single most reliable predictor of whether a new member actually builds the habit or quietly churns.

**Is Chief only useful for finding a board seat?**
No — board pathways are one benefit, but members also use it for peer counsel on live decisions, career transitions, hiring and reorg advice, and confidential sounding-boarding they can't get from their own team or board. Board access is a headline outcome, not the daily value.

**How do I measure whether my first 90 days worked?**
Use three tests: at least three connections you'd call in a crisis, at least one piece of Core advice you couldn't have gotten internally, and genuine willingness to invest an hour a week going forward. Two of three yes means it's working; set year-one goals from there.

## Sources

- [Chief — official website](https://chief.com)
- [Harvard Business Review — The First 90 Days framework](https://hbr.org/2016/12/the-transition-plan)
- [Michael D. Watkins, "The First 90 Days"](https://www.michaeldwatkins.com/the-first-90-days)
- [Forbes — coverage of Chief and executive women's networks](https://www.forbes.com)
- [Harvard Business Review — The Sponsor Effect](https://hbr.org/2011/09/the-real-benefit-of-finding-a-sponsor)
- [LinkedIn — professional networking best practices](https://www.linkedin.com/business/talent/blog)
- [McKinsey — Women in the Workplace report](https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace)
- [Harvard Business Review — What Makes a Great Peer Network](https://hbr.org)

## Related on PULSE

- [The 90-day onboarding playbook for high-trust communities](https://pulserevops.com/knowledge/q11740)
- [How to evaluate a membership without quitting too early](https://pulserevops.com/knowledge/q11812)
- [Peer advice that translates into pipeline and retention](https://pulserevops.com/knowledge/aq1163)
- [Give-first dynamics in revenue partnerships](https://pulserevops.com/knowledge/q11889)

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Kory White

What should you do in your first 90 days after joining Chief in 2028?

What is Chief and what are you actually joining in 2028?

How should you structure your first 90 days: a phased plan

Days 1–30: Orient — what to complete before you judge fit

Days 31–60: Engage — turning access into relationships

Days 61–90: Contribute — how to make the network work for you

What are the most common first-90-day mistakes to avoid?

Related questions

Is Chief membership worth it for a revenue or GTM executive?

How long does it take to get placed in a Core group?

What should I put in my Chief profile to get better matches?

How is Chief different from LinkedIn or a Slack community?

Should I use a physical clubhouse or is digital enough?

FAQ

Sources

Related on PULSE

Two scores — Gate vs IQ