If you work with new managers as a coach, HR professional, or organizational consultant, this course is designed to complement that work — not replace it.
Many HR professionals and coaches work with new managers one-on-one or in cohort programs. They're often looking for structured content that covers the practical, behavioral side of the transition — not just the conceptual frameworks.
This course can serve as the core learning material for a new manager program, as a supplement to coaching conversations, or as a self-study resource that participants complete independently between sessions. The structure is designed to work in all three of those contexts.
The role-play exercises in particular are useful as discussion anchors — they surface specific situations that participants can debrief in a coaching session or group setting rather than in abstract terms.
Run the eight modules as a cohort over eight weeks. Participants complete each module independently, then come together for a facilitated group debrief. The role-play scenarios work particularly well as group exercises when adapted for paired practice.
Assign specific modules between coaching sessions based on what the manager is currently navigating. The reflection prompts and role-play scenarios give the coaching conversation a concrete anchor, moving it from general to specific quickly.
HR teams running internal manager onboarding programs can use this course as the structured learning component of a broader program that also includes mentoring, manager shadowing, and regular check-ins with HR.
Some participants complete the course entirely independently. The format is designed to support this — each module is self-contained enough to be useful on its own, while the sequence builds a coherent picture of the full transition.
Coaches and HR professionals who have reviewed the course consistently point to the role-play scenarios as the most valuable component for their purposes. They provide a shared reference point — instead of describing a situation abstractly, participants can say "I practiced the scenario from module four and here's what came up for me."
The debrief notes that accompany each scenario are also useful as discussion guides. They don't prescribe a single right answer, but they do highlight the key decision points and common pitfalls that tend to surface in that type of conversation.
Reach Out to Discuss
The course is designed primarily for individual learners, but the structure works well in group settings. The role-play exercises can be adapted for paired practice or group facilitation with minimal modification. Many HR professionals use a hybrid model where participants work through modules individually and then debrief together.
Each module is designed to take between sixty and ninety minutes to complete fully, including the core lesson, reflection prompts, and role-play exercise. Some participants move faster, particularly through modules covering topics they've already thought about. The feedback module tends to take longer because the role-play is more involved.
Yes. While the framing is built around the transition period, the skills and frameworks in each module are relevant regardless of how long someone has been in their role. Managers who are six months or a year in often find the course useful for identifying gaps in their practice and building more deliberate habits around the things they've been doing by instinct.
Absolutely. We're happy to discuss how the course might fit into your specific program or context. Reach out through the contact page and let us know what you're working on — we can provide more detail on the curriculum, the exercise format, and how other professionals have integrated the material into their work.
Reach out and we'll walk through the course structure and how it's been used in different professional contexts.