Newly promoted managers succeed by doing the work themselves, so under pressure they take over deals instead of developing their team. We help first-time managers make the shift: from doing to developing, from reviewing numbers to coaching people.
Built on the IMPACT™ coaching debrief and our development-stage model, the same tools behind our Manager Coaching service.
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Newly promoted or soon-to-be-promoted managers who were strong individual contributors:
With teams of two to fifteen.
Leading technical people.
Moving into their first people role.
Often only one or two people at a time, which is why we run it in small groups or one-to-one.
What changes in the role, what to stop doing, and how to measure your success through your team’s results.
What you get: managers who stop rescuing deals and start building people.
Setting expectations, earning authority and having the first difficult conversation.
What you get: a confident start instead of an awkward first quarter.
Reading where each team member is for each task and adjusting how much direction and support they need.
What you get: each person managed the way they need, not the way the manager was managed.
A structure for debriefing any customer conversation so the team member finds the lesson, not just hears it.
What you get: coaching conversations that change behaviour.
Running a useful weekly one-to-one, giving feedback that lands, and delegating without losing control.
What you get: time back for the manager and growth for the team.
Pipeline reviews that improve deals, and forecasts based on what the buyer has actually done.
What you get: a forecast leadership can trust from the new manager’s first quarter.
Built around your managers’ real teams, real deals and real situations.
Typically live sessions of 90 minutes, spread over one to two months. Customised to your requirement: number of sessions, length and topics are agreed during scoping.
Live online, so managers in different cities attend together; onsite available.
English, with Hindi, Gujarati and Tamil through certified trainers.
One to fifteen managers, including one-to-one.
First-time and newly promoted managers, with a short briefing for their own manager or HR.
A certified Selling Excellently™ trainer.
You promoted a top performer and their team’s numbers have not followed.
The new manager still closes the big deals personally.
Reviews cover whether the number was hit, not how.
Former peers are not yet treating the new manager as their manager.
You have only one or two new managers, and a large leadership programme does not fit.
It is what they know and what they were rewarded for. Every deal they take over is a deal their team did not learn from.
Question How many of your new manager’s team deals did they close personally last quarter?
New managers manage the way they were managed, or the way they wished they had been. An experienced performer gets micromanaged, a new joiner gets left alone.
Question Can your new manager say what each team member needs from them right now?
“What stage is this deal at?” is inspecting. “What happened in your last customer conversation?” is coaching. Most new managers were only ever asked the first.
Question When did your new manager last coach a conversation rather than review a number?
A short conversation with the new manager, their manager and HR on the team, the situation and what success looks like.
Live 90-minute sessions with practice on the manager’s own team and deals between each one.
Each session ends with one action to try with the team before the next.
Team results against target.
Deals closed by the team without the manager taking over.
One-to-ones held and coaching conversations logged.
Forecast accuracy.
Team member feedback on the manager at the start and the end.
Baselined before the programme begins. Targets agreed in writing.
Yes. The number of sessions, their length, the topics and the format are agreed with you during scoping, based on your managers and their teams.
Yes. The programme is designed for small numbers, and runs one-to-one or in a small group.
Yes. Sessions are live online, so managers in Mumbai, Delhi or anywhere else join the same session.
Yes. The people skills are the same. Examples and practice are built around technical teams.
Manager Coaching is for experienced managers who need a coaching structure. This programme is for people in their first manager role, and also covers the shift in identity, leading former peers and the basics of one-to-ones, feedback and delegation.
Yes. HR and the manager’s own manager agree the goals at the start and see progress through the programme.
You tell us about the new manager and the team they have taken on. We tell you whether a programme is likely to help.
With the new manager, their manager and HR, on the team, the situation and what success looks like.
Sessions on the situations they are facing, with what will be measured agreed in writing before anything starts.
From Peer to Leader is a first-time manager programme for top performers newly promoted to lead sales, sales engineering or support teams. Live online sessions over one to two months help them move from doing the work to developing people and running the number.
If anything on this page sounds like your new managers, twenty minutes on the phone is a reasonable place to start. If the gap is not capability, we will say so.
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