When I was promoted to a mid-level management position, I felt a surge of pride and excitement. I had previously built strong relationships with my colleagues, except one who felt the need to constantly try to prove how we were not equals and how I was beneath them. But with this new management position, I became that colleague's boss.

I was confident that my transition from peer to boss would be smooth. However, I quickly realized that managing a former peer was far more challenging than I had anticipated when I discovered that their previous boss had left me to deliver an evaluation to this subordinate that was not so flattering. The employee no doubt remembered the negative things they had done to me as a peer, and I found myself caught between old baggage and developing a new supervisor subordinate relationship.

I was confused as to how to handle the situation and didn’t have any training or guidance on how to be a new manager, so I decided to wing-it. One day, I decided to have a candid conversation with the employee. I approached them not as their peer, but as their manager; however, I expressed that this was a clean slate for them, and I was not evaluating their performance based on old baggage. To my surprise, they opened up about how they felt about the new relationship dynamic and thanked me for showing them grace and respect even though I could’ve used the past against them. Although winging it with that employee worked for me, it was a risk because I acted without guidance or training on how to deal with those types of situations.

Later in my management career I saw so many new managers struggling to go from peer to boss, struggling to have difficult conversations with low performing employees, and struggling with leading their teams to success as new managers. That conversation with the former peer and seeing the struggles of other new managers was a turning point for me. After seeing others new to management roles struggle without training on how to be managers, I realized that I wasn’t alone. There were others who had to learn the hard way by trial and error. I understood that a lack of formal management training made my transition more challenging and left others ill-prepared for their complex role change.

Determined to bridge the gap for my own leadership role, I sought out resources and mentorship. I attended workshops, read extensively on leadership, and applied new strategies. It was immensely rewarding to see my efforts consistently pay off after finally getting the resources I needed to effectively lead my team. So, I didn’t want new, untrained managers to take the long road like I did. I wanted them to gain the skills, tools, and insights needed to be successful right out of the gate. So, I created a training program specifically designed for new managers.

Seeing new managers succeed and grow into their roles has been incredibly fulfilling. I know firsthand how daunting it can be to move into a new management role, and it's my desire to ensure that others have the support and guidance they need to make that transition successfully.

Our manager training program is here to help you thrive in your role. Register to get started on your success path. Don't wait a single minute because nothing ever came from waiting. Register today!