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Most managers are never trained to manage. This guide changes that — giving both first-time managers and experienced leaders a complete, practical reference for every aspect of people leadership.
Eleven parts covering: the individual contributor (IC) to manager transition, building trust and psychological safety, the weekly 1:1, goal setting and performance, giving and receiving feedback, difficult conversations, managing underiperformance, team health, developing direct reports, managing upward, and strategic leadership. Combines and extends the First-Time Manager Playbook and New Manager Guide.
FAQS
Q Who is this guide designed for?
Both first-time managers and experienced leaders. First-time managers will benefit most from reading it sequentially as a foundation in people leadership. Experienced managers will find it most useful as a comprehensive reference to return to when facing specific challenges — a difficult performance conversation, a team health concern, or a senior leadership transition. It is the most complete management reference in the suite.
Q What are the 11 parts of the guide?
Part 1: The IC to manager transition. Part 2: Building trust and psychological safety. Part 3: The weekly 1:1. Part 4: Goal setting and performance. Part 5: Giving and receiving feedback. Part 6: Difficult conversations. Part 7: Managing underperformance. Part 8: Team health. Part 9: Developing direct reports. Part 10: Managing upward. Part 11: Strategic leadership. Each part includes frameworks, conversation scripts, and worked examples.
Q Does this guide cover remote and hybrid management?
Yes. Each section includes specific guidance for remote and hybrid contexts — including building trust and psychological safety at a distance, running effective remote 1:1s, and maintaining visibility of team health and wellbeing when you cannot observe team dynamics in person. There is also a standalone Remote Team Leadership Guide for managers of fully distributed teams.
Q Is this a replacement for manager training?
A complement, not a replacement. The guide provides the reference material and frameworks that make training more effective and extend its impact beyond the training session. Many HR teams use it as pre-reading before manager training and distribute it to newly promoted managers alongside their first management conversations.
Most managers are never trained to manage. This guide changes that — giving both first-time managers and experienced leaders a complete, practical reference for every aspect of people leadership.
Eleven parts covering: the individual contributor (IC) to manager transition, building trust and psychological safety, the weekly 1:1, goal setting and performance, giving and receiving feedback, difficult conversations, managing underiperformance, team health, developing direct reports, managing upward, and strategic leadership. Combines and extends the First-Time Manager Playbook and New Manager Guide.
FAQS
Q Who is this guide designed for?
Both first-time managers and experienced leaders. First-time managers will benefit most from reading it sequentially as a foundation in people leadership. Experienced managers will find it most useful as a comprehensive reference to return to when facing specific challenges — a difficult performance conversation, a team health concern, or a senior leadership transition. It is the most complete management reference in the suite.
Q What are the 11 parts of the guide?
Part 1: The IC to manager transition. Part 2: Building trust and psychological safety. Part 3: The weekly 1:1. Part 4: Goal setting and performance. Part 5: Giving and receiving feedback. Part 6: Difficult conversations. Part 7: Managing underperformance. Part 8: Team health. Part 9: Developing direct reports. Part 10: Managing upward. Part 11: Strategic leadership. Each part includes frameworks, conversation scripts, and worked examples.
Q Does this guide cover remote and hybrid management?
Yes. Each section includes specific guidance for remote and hybrid contexts — including building trust and psychological safety at a distance, running effective remote 1:1s, and maintaining visibility of team health and wellbeing when you cannot observe team dynamics in person. There is also a standalone Remote Team Leadership Guide for managers of fully distributed teams.
Q Is this a replacement for manager training?
A complement, not a replacement. The guide provides the reference material and frameworks that make training more effective and extend its impact beyond the training session. Many HR teams use it as pre-reading before manager training and distribute it to newly promoted managers alongside their first management conversations.
