Management & Leadership
First Time Manager
“Growing a(long the) way”, four days in two modules that give new managers the tools and the space to practise before the stakes are real.
The business challenge
Why organizations ask for this.
New managers are promoted for individual excellence and then left to improvise the hardest transition of their career, usually while still doing their old job. The habits formed in the first year persist for a decade.
Approach & methodology
How the programme actually runs.
4 days in 2 modules + follow-up · Face-to-face or online · follow-up 1.5 h online
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Kick-off
Welcome, workshop structure, benefits and expected outcomes. Optional pre-work tasks and inspirations.
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Module 1, session 1: Emotional intelligence
Growth versus fixed mindset, the four pillars of emotional intelligence, leading with empathy.
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Module 1, session 2: Management fundamentals
The mindset change from individual contributor to team manager, my role in the company, the employee cycle, situational leadership, stages of team development, delegation.
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Module 1, session 3: Retention: motivation & engagement
The SCARF model and social needs, the three pillars of motivation, circles of influence and control.
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Time to experience
Identify the real moments to apply the tools between modules.
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Module 2, session 4: One-to-one conversations
Active listening and assertiveness, questioning skills, types of meeting.
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Module 2, session 5: Feedback time
Mindset for one-to-ones, the SBI feedback tool, managing difficult performance conversations.
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Module 2, session 6: Managing conflicts
Personality types in the team, conflict situations and strategies, non-violent communication principles.
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Follow-up
One 1.5-hour online session, what went well and even better if.
Competencies built
What participants can do afterwards.
Team leadership
Make the shift from doing the work to being accountable for it.
Feedback
Give it soon enough to matter, using SBI rather than a general impression.
Delegation
Hand out work with the context and the authority needed to finish it.
Time management
Protect the time management actually requires, instead of squeezing it in.
Motivation
Use SCARF to read what a person needs before deciding how to respond.
Expected business outcomes
What the organization should see.
Faster transition from individual contributor to effective manager
Improved team engagement and clarity
Consistent performance delivery from new managers
Schedule & format
Practical details.
FAQ
Frequently asked questions
Newly appointed managers and high potentials.
4 days in 2 modules + follow-up. The rhythm is deliberate: modules are spaced so participants apply the behaviour at work between sessions.
Face-to-face or online · follow-up 1.5 h online. We adapt the mix to your geography and shift patterns.
Yes, and it always is. We start with two to three individual conversations with selected participants, then rebuild the cases, the language and the practice situations from your business.
Kirkpatrick levels one to four: reaction, knowledge, self-assessed behaviour, and the participant's manager assessing the same competencies. We agree the target behaviours with the sponsor before design starts.
Digital missions and buddy work on PROMOTE, with the participant's own manager involved. This is the difference between 15–20% and 60–80% transfer into practice.
Yes. We also deliver in French across our Western European and African operations.
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Start a conversation
Book a strategic discussion about First Time Manager.
If you are evaluating how to build capability that actually changes the way your organization works, we can help you define the right starting point, cohort design and delivery sequence.
The first conversation is diagnostic. We discuss your context, priorities, maturity, and where capability building can create measurable leverage.