Connect learning to real work
Use real management situations to practice skills and reinforce habits managers need as they grow into their roles.
Great Individual Contributors Do Not Automatically Become Great Managers.
Give new managers the tools they need at the moment they become responsible for other people.
Stepping into management means learning a different set of skills. New managers must navigate feedback, delegation, performance conversations, team dynamics, and competing priorities, often without a practical roadmap. The New to Leadership Training Suite gives managers practical tools, shared expectations, and opportunities to practice the people-management skills they need in their day-to-day work.
Help New Managers Start Strong
Create shared expectations
Give new managers a practical baseline for supporting people, communicating clearly, and knowing when to seek help.
Is This the Right Fit?
New and first-time managers
For employees transitioning from individual contribution to leading and supporting other people.
Organizations developing managers
For teams seeking shared management expectations and practical learning with reinforcement.
Four Components of Manager Development
The Shift Into Management
Clarify what changes when you become responsible for other people, and establish shared expectations for the manager role.
Everyday People Practices
Practice one-on-ones, feedback, delegation, prioritization, and performance conversations.
Fair and Inclusive Management
Navigate team dynamics and difficult conversations, document appropriately, and know when to involve HR.
Practice and Reinforcement
Apply learning through realistic scenarios, reflection, peer learning, and agreed follow-up.
A Learning Experience Built Around Your Team
Learning connects to real management situations through practice, reflection, and application between sessions. Optional coaching or peer support can be included in the agreed design.
Built to fit your team
Scope, format, timing, and investment are developed around your organization’s priorities. Start a conversation with Holistic to discuss the right approach.
The sample eight-week outline is illustrative; modules and timing are tailored to your organization.
Explore the sample eight-week learning journey
Start the Transition
Introduce the manager role, clarify expectations, and identify participants’ first challenges.
Build Everyday Habits
Practice one-on-ones, listening, and feedback conversations that support communication and clarity.
Delegate and Prioritize
Explore delegation, prioritization, ownership, and accountability in everyday teamwork.
Navigate Difficult Conversations
Practice addressing concerns, appropriate documentation, and knowing when to involve HR.
Support the Team
Consider team culture, inclusion, and how management choices shape the working environment.
Apply the Learning
Use realistic scenarios to rehearse decisions and conversations managers may face.
Reflect and Reinforce
Share lessons from application, identify sticking points, and strengthen practical skills.
Plan the Next Stage
Develop individual next steps and, where appropriate, arrange a sponsor check-in or continued support.
What the Suite Can Include
Conversation Tools
Prompts and frameworks for feedback, delegation, and performance conversations.
Manager Templates
Reusable one-on-one resources and shared expectations for everyday management.
Development Plans
Individual 30/60/90-day plans that turn learning into clear next steps.
Reinforcement Resources
Follow-up tools and clear pathways for seeking HR or other appropriate support.
What We’re Working Toward
- Managers understand their responsibilities and shared expectations.
- Participants practice everyday people-management conversations and decisions.
- Development plans and resources support continued application.
Frequently Asked Questions
Who is this suite designed for?
New and first-time managers, and organizations building a shared foundation for people management.
What skills will managers work on?
One-on-ones, feedback, delegation, prioritization, accountability, performance conversations, inclusive management, and knowing when to seek HR support.
Is this a one-time training session?
The proposed format is a modular training and reinforcement sequence. The final format is tailored to the organization.
What will participants take away?
Practical tools, shared management expectations, development plans, and reinforcement resources, as agreed in scope.
Can this be tailored to our organization?
Yes. Modules, scenarios, timing, and reinforcement are adapted to the audience, organizational needs, and approved program design.
Designed around your organization.
Scope, format, timing, and investment are developed around your organization’s priorities. Start a conversation with Holistic to discuss the right approach.
Give New Managers a Stronger Start
Start a conversation about the challenges your new managers face and the practical support that could help them lead with greater clarity.
Start a conversation →