First-Time Manager Training
Lead with Clarity, Credibility, & Calm Authority in Your First 90 Days
If you’ve ever stepped into a management role and quietly thought:
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“I’m responsible now, but no one really prepared me for this.”
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“I’m suddenly managing people who used to be my peers.”
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“I know my job but I’m not always sure how to lead the humans doing it.”
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“I avoid some conversations because I don’t want to get them wrong.”
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“I feel visible, accountable, and oddly alone at the same time.”
You’re not behind.
You’re not failing.
You’re experiencing what most first-time managers experience, often without language or structured support for it.
The shift from individual contributor to manager changes the work faster than most organisations acknowledge.
Expectations increase.
Feedback decreases.
And support often arrives too late after habits have already formed.
This program exists to close that gap early, before uncertainty becomes habits that are hard to undo.
Program Format (At a Glance)
Audience: First-time managers (0–24 months)
Format: Weekly live group coaching + private leadership pods + two 1:1 sessions
Duration: 12 weeks (90 days)
Cohort Size: Small cohort (maximum 12 participants)
Start Date: April 16 2026
Time commitment: 90 min/week live + 30–45 min practice
Price: €3,497
What This Program Is
You earned the promotion and then discovered the job changed overnight.
This 12-week cohort-based training is designed for first-time managers (0–24 months in role) who want to:
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build credibility without micromanaging or disappearing
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lead conversations they’ve been avoiding
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delegate without rework or resentment
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make decisions with clarity under pressure
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establish leadership habits that actually last
No guessing.
No trial-and-error leadership.
Just practical frameworks you can apply immediately.
Programs designed for first-time managers exist for this exact reason.
What is First-Time Manager Training?
First-time manager training is a structured leadership development program designed specifically for professionals in their first people-management role.
It focuses on the core capabilities new managers need most — communication, delegation, feedback, decision-making, and team leadership, particularly during the first 90 days, when the learning curve is steepest and mistakes are most costly.
This program compresses what often takes 18–24 months of trial and error into 90 focused days of applied learning.
Frequently Asked Questions
Q: What should new managers focus on in their first 90 days?
A: In the first 90 days, new managers should focus on three priorities that set the foundation for everything that follows:
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Building credibility and trust early through structured one-on-one conversations
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Delegating clearly instead of staying stuck in execution
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Addressing issues and feedback early, before problems escalate
These fundamentals strongly influence long-term performance, team trust, and manager confidence and are much harder to correct later if left unaddressed.
Q: How do I succeed as a first-time manager?
A: First-time managers succeed by developing a small set of core leadership capabilities early:
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clear and direct communication
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effective delegation and ownership clarity
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handling difficult conversations without avoidance
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creating an environment where people speak up
Most new managers struggle not because they lack ability, but because they’re expected to figure these skills out alone, without structure or feedback. Learning proven frameworks and practicing them early significantly accelerates success.
Q: What are the most common first-time manager mistakes?
A: The most common mistakes new managers make include:
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Micromanaging to prove competence or disengaging to avoid mistakes
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Avoiding difficult conversations until issues become formal or emotionally charged
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Blurring boundaries in an attempt to be liked rather than trusted
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Failing to set clear expectations and decision rights upfront
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Not managing upward effectively or clarifying expectations with their own manager
This program is designed specifically to address these patterns before they become habits.
Q: How long does it take to feel confident as a new manager?
A: Without structured support, many first-time managers take 18–24 months to feel confident and effective in their role.
With focused training, applied practice, and feedback, most managers can master the fundamentals within 90 days and feel noticeably more grounded and capable within their first 6 months in role.
Q: What's the difference between this and getting an executive coach?
A: One-to-one executive coaching typically costs €500–€1,500 per session (often €6,000–€12,000+ over time).
This program combines:
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expert coaching
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a structured, research-informed curriculum
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peer learning in small leadership pods
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practical tools and frameworks
All in a cohort format designed specifically for first-time managers — making it both more structured and more cost-effective for individuals and organisations.
Q: Can my company sponsor this training?
A: Yes. This program is often sponsored by organisations as leadership development or L&D spend.
The structure, time commitment, and learning outcomes are designed to make internal approval straightforward. A short summary for HR or People & Culture teams can be provided upon request.
Q: When does the next cohort start?
A: Cohorts run on a quarterly basis:
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Spring Cohort: April 16th 2026
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Fall Cohort: September 10th 2026
What to Focus on in Your First 90 Days as a Manager
The first 90 days in a management role set patterns that are surprisingly hard to undo later.
Most new managers don’t fail because they lack effort or intelligence, they struggle because they move through these phases without structure, feedback, or support.
Here’s how the transition typically unfolds.
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Days 1-30: Build Credibility and Understand the System
Primary Focus: Establish trust and context before making changes
In the first month, new managers often feel pressure to prove themselves, which can lead to micromanaging, over-explaining, or staying too hands-on.
What matters most at this stage:
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building early credibility without over-controlling
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understanding team dynamics, strengths, and unspoken expectations
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clarifying expectations with your own manager
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avoiding premature changes that damage trust
Key leadership capability: Credibility-building and structured listening
2
Days 31-60: Shift from Doing the Work to Leading the Work
Primary focus: Create clarity, ownership, and decision structure
This is where many new managers become bottlenecks, still deeply involved in execution, unsure what to delegate, and unclear about decision rights.
What matters most at this stage:
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delegating outcomes, not just tasks
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setting clear expectations and ownership
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establishing effective one-on-one and team rhythms
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addressing performance issues early, before they escalate
Key leadership capability: Delegation, expectation-setting, and direct communication
3
Days 61-90: Lead Conversations, Decisions, and Momentum
Primary focus: Demonstrate leadership impact without overcompensating
By this point, unresolved issues surface: feedback conversations, conflict, underperformance, and pressure from above.
What matters most at this stage:
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giving clear, timely feedback without avoidance
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navigating conflict without taking it personally
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making decisions under pressure without over-consulting
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communicating progress and early wins upward
Key leadership capability: Feedback, decision-making, and leadership presence
Why Most Managers Struggle Through These Phases
Knowing what to focus on isn’t the same as knowing how to lead through it.
Most first-time managers:
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try to figure this out alone
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repeat patterns they’ve seen before (good or bad)
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get feedback too late — after habits are already formed
This program exists to support you through each phase in real time, with:
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live coaching
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practical frameworks
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peer learning
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and applied feedback
So you don’t just understand the transition, you navigate it well.
Why First-Time Managers Struggle and How to Avoid the Most Common Traps
Most first-time managers don’t struggle because they lack capability or motivation.
They struggle because the role changes faster than the support around them.
You’re promoted for strong individual performance.
Suddenly, you’re responsible for people, decisions, and outcomes, often with little guidance on how to lead.
Common patterns show up quickly:
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managing former peers without clear authority or boundaries
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feeling pressure to prove competence through over-involvement
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avoiding difficult conversations until issues escalate
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being pulled into constant meetings with little time to actually lead
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receiving expectations from above, but little feedback or training
The real issue isn’t confidence.
It’s that the skills that earn promotions are not the same skills that sustain leadership.
Without structure, most new managers spend their first year learning through trial and error, often repeating patterns they’ve seen before, whether effective or not.
Research and organisational studies consistently show that new managers take 18–24 months to feel fully competent without structured development. With targeted training and feedback, that learning curve shortens significantly.
There is another way to navigate this transition.
Structured support, clear frameworks, real-time practice, and feedback, allows first-time managers to build credibility, lead conversations, and make decisions before uncertainty turns into habits.
That’s what this program is designed to provide.
How Learning Happens in the Leadership Launch Program
First-time managers don’t struggle because they lack information.
They struggle because leadership behaviour is shaped under pressure, often without feedback.
This program is designed around a simple principle:
Leadership capability develops through structured practice, timely feedback, and reflection, not self-study alone.
That’s why the Leadership Launch Program combines:
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a clear curriculum
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real-world application
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coaching and peer feedback
throughout the first 90 days when leadership habits are still forming.
How the Program Works
The Leadership Capabilities You Build
Rather than abstract “pillars,” this program develops practical leadership capabilities that first-time managers need most.These capabilities map directly to the 12-week curriculum and are built progressively.
Credibility and Leadership Presence
You learn how to:
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establish authority without micromanaging or withdrawing
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navigate the shift from peer to manager
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set expectations clearly and consistently
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lead with calm authority, even when information is incomplete
This capability is developed primarily in Weeks 1–2 and Weeks 11–12.
Communication, Feedback, and Relationships
You learn how to:
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run one-on-ones that surface issues early
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give clear, direct feedback without avoidance
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address underperformance and conflict without taking it personally
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build trust through consistency rather than approval-seeking
This capability is developed across Weeks 3–5 and Weeks 8–10.
Decision-Making, Delegation, and Execution
You learn how to:
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delegate outcomes with clear ownership and decision rights
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avoid becoming a bottleneck for your team
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make confident decisions under pressure
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maintain accountability without rigidity
This capability is developed in Weeks 2, 6, and 7.
12-Week Program Curriculum
Phase 1: Foundation (Weeks 1-4)
Credibility & foundations
Week 1: Build Early Credibility Without Micromanaging or Disappearing
Common failure point: New managers either over-control to prove competence or pull back to avoid mistakes.
What we work on:
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How to transition from "doer" to "leader" without losing your team's respect
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The credibility traps that damage trust in the first 30 days
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Setting expectations without becoming a bottleneck
Deliverable: Your First 30-Day Leadership Plan
Week 2: Shift from Doing the Work to Leading the Work
Common failure point: Staying too involved in execution and becoming the team's bottleneck
What we work on:
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Letting go of tasks without losing standards or visibility
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What only YOU should own vs. what your team should own
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Redefining success from personal output to team results
Deliverable: Your Ownership Matrix (what you do vs. what they do)
Week 3: Run One-on-Ones That Uncover Issues Before They Escalate
Common failure point: One-on-ones become status updates instead of real conversations
What we work on:
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Structuring one-on-ones so people speak honestly
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Spotting early warning signs before they become crises
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Building trust without over-sharing or rescuing
Deliverable: Your One-on-One Framework + First Meeting Scripts
Bonus: First 1:1 Session with Me (60 min)
Week 4: Give Direct Feedback Without Avoiding or Over-Softening
Common failure point: Delaying feedback until it's emotionally charged or becomes formal HR action
What we work on:
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Preparing feedback conversations with clarity and calm
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Giving feedback that's specific, timely, and actually usable
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Reducing defensiveness while staying direct
Deliverable: Your Feedback Preparation Template + Practice Scenarios
Phase 2: Momentum (Weeks 5-8)
Conversations, delegation, decisions & trust
Week 5: Address Underperformance Without Second-Guessing Yourself
Common failure point: Either avoiding performance issues or over-explaining to justify your decisions
What we work on:
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Separating performance issues from personality judgments
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Setting clear expectations and consequences without apologizing
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Maintaining fairness and confidence under pressure
Deliverable: Your Performance Management Framework
Week 6: Delegate with Clarity So Work Gets Done Without Rework
Common failure point: Delegation creates confusion, rework, or silent resentment in your team
What we work on:
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Delegating outcomes (not just tasks) with clear ownership
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Setting expectations around decision rights and follow-up
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Avoiding the "I'll just do it myself" trap
Deliverable: Your 4-Level Delegation Framework
Week 7: Make Confident Decisions Under Pressure Without Over-Consulting
Common failure point: Getting stuck between pleasing stakeholders and owning your decisions
What we work on:
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Decision frameworks for ambiguous situations
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When to involve others vs. when to decide alone
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Holding accountability without becoming rigid
Deliverable: Your Decision-Making Framework
Week 8: Build Trust Without Needing to Be Liked by Everyone
Common failure point: Confusing trust with harmony and avoiding necessary tension
What we work on:
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How trust actually forms in teams (hint: it's not about being nice)
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Balancing empathy with clarity and boundaries
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Leading with consistency instead of approval-seeking
Deliverable: Your Trust-Building Behaviors Checklist
Phase 3: Acceleration (Weeks 9-12)
Conflict, speak-up culture, Leadership presence & habits
Week 9: Navigate Conflict Without Taking It Personally
Common failure point: Avoiding conflict entirely or getting emotionally triggered when it arises
What we work on:
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Reframing conflict as information (not personal attack)
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Staying grounded during emotionally charged moments
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Addressing issues early before they escalate
Deliverable: Your Conflict Navigation Framework
Week 10: Create a Team Culture Where People Speak Up Early
Common failure point: Issues surface too late—after trust or performance has already eroded
What we work on:
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Encouraging upward feedback without losing authority
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Recognizing silence as a warning signal
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Building psychological safety through everyday behaviors
Deliverable: Your Team Health Assessment
Week 11: Lead with Calm Authority Even When You Don't Have All the Answers
Common failure point: Feeling pressure to appear certain and decisive at all times
What we work on:
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Holding uncertainty without withdrawing or over-asserting
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Communicating clearly when information is incomplete
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Modeling stability for your team during ambiguity
Deliverable: Your Leadership Presence Anchors
Week 12: Lock In Leadership Habits That Hold Up After the Program Ends
Common failure point: Learning insights but reverting to old patterns under pressure
What we work on:
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Consolidating what works into repeatable daily habits
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Creating your personal leadership anchors for high-pressure moments
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Building your 90-day post-program leadership plan
Deliverable: Your Leadership Habit System + 90-Day Roadmap
What's Included in the Program
Live Group Coaching (12 Sessions)
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Weekly 90-minute facilitated sessions
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Practical frameworks and real examples
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Hot-seat coaching on real leadership challenges
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Peer learning with other first-time managers
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Session recordings with lifetime access
Complete Leadership Toolkit
Includes practical tools you’ll use throughout the program:
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1:1 meeting template
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Difficult conversation scripts
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Delegation decision framework
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Performance management tools
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Team health assessment
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90-day onboarding playbook
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Feedback and recognition email templates
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Leadership reading list
Private Leadership Pods
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Small peer groups (3–4 people)
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Meet weekly between live sessions
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Share wins, troubleshoot challenges, apply learning
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Build genuine peer support and accountability
Real-Time Support
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Private Slack community during the program
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Ask questions between sessions
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Share resources and wins
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Continued alumni network access after graduation
Two Private 1:1 Coaching Sessions
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60 minutes each (Weeks 3 and 10)
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Deep dive into your specific context
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Personalised strategies for current challenges
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Support through key inflection points
Bonus Resources
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Personalised development plan
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First-Time Manager Playbook
Program Investment
This program is designed as a focused leadership development intervention for first-time managers, combining structure, coaching, and applied practice during the most critical transition period.
Standard Enrollment: €3,497
Includes full access to the program:
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12 live group coaching sessions
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2 private 1:1 coaching sessions
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Leadership pods
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Complete leadership toolkit
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Community support and alumni access
Payment Plan Available: 3 monthly payments of €1,199
Early Bird Rate: €2,997
Available for participants who enroll at least two weeks before the cohort start date.
Includes everything in Standard Enrollment.
Payment Plan Available: 3 monthly payments of €1,049
VIP Option: €4,997
For managers who want additional personalised support.
Includes everything in Standard Enrollment, plus:
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Four 1:1 coaching sessions (one per month)
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Unlimited voice message support for 90 days
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Pre-program assessment and kickoff call
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Post-program 60-day check-in session
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Priority access to future programs
A Note on Value and ROI
One-to-one executive coaching typically costs €500–€1,500 per session, €6,000–€12,000 over time).
This program combines:
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expert coaching
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a structured, first-time-manager-specific curriculum
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peer learning and accountability
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applied tools and frameworks
in a cohort format that is often more accessible and easier to sponsor.
More importantly, it shortens the learning curve during a period where early leadership habits have a disproportionate impact on teams, performance, and retention.
First-Time Manager Training vs. Learning Alone
Most first-time managers are expected to “figure it out as they go.”
The difference between learning alone and structured development shows up not in motivation, but in speed, consistency, and quality of leadership decisions.
Learning Alone | With Structured Training |
|---|---|
Leadership habits form slowly and unevenly | Leadership habits formed deliberately |
Delegation remains unclear or inconsistent | Delegation and decision rights clarified |
Difficult conversations are often delayed | Issues addressed early, before escalation |
Feedback arrives late, if at all | Regular coaching and peer feedback |
Progress through trial and error | Clear frameworks applied in real time |
Why This Program Works
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It addresses real first-time manager failure points, not abstract leadership theory
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It supports managers while habits are still forming
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It provides language, structure, and judgment — without overconfidence
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It gives organisations a clear, applied development program, not a motivational course
Who is this for?
This program is a strong fit if you:
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Are a first-time manager or within 0–24 months of stepping into a people-management role
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Are managing at least two direct reports
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Want practical guidance for real leadership situations — not abstract theory
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Are willing to apply frameworks between sessions and reflect on feedback
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Care about building credibility, trust, and good judgment early
This program is NOT for you if:
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You have been managing people for 3+ years and are seeking senior or executive-level coaching
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Are looking for quick fixes, motivation, or surface-level tips
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Prefer learning without application or practice
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Are not open to feedback or examining your own leadership patterns
If you’re unsure whether this is the right fit, a short strategy session can help clarify that.
Need company sponsorship? After the strategy session, I can send a one-paragraph summary for HR/L&D approval (outcomes, format, time commitment, investment).
How to Enroll
Step 1: Book Your Strategy Session
30-minute call where we'll:
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Assess your current leadership challenges
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Map out your 90-day goals
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Determine if this program is the right fit
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Answer all your questions
Step 2: Enrollment
If we're both aligned, you'll:
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Complete enrollment form
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Submit payment (full or payment plan)
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Receive welcome packet and pre-work
Step 3: Pre-Program Prep
Before Week 1, you'll:
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Complete leadership assessment
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Join the private community
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Meet your Leadership Pod members
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Submit your biggest challenge for coaching
Step 4: Program Begins
Week 1 begins and you start applying the frameworks immediately.
A FINAL WORD
Most first-time managers don’t struggle because they’re incapable.
They struggle because the role changes faster than the support around them.
You were promoted for strong performance.
Then suddenly expected to lead people: former peers, difficult conversations, delegation, decisions, often without structure or feedback.
That doesn’t mean something is wrong with you.
It means you’re learning a new discipline.
Leadership isn’t a personality trait.
It’s a set of behaviours, practiced under real conditions.
Those behaviours can be built deliberately, with the right frameworks, reflection, and support, while the habits are still forming.
You don’t have to figure this out alone.
And you don’t have to rush.
If you decide to invest in support now, it’s not because you’re behind.
It’s because you’re thoughtful about the kind of leader you want to become.
— Shivani