PUT YOUR COMPANY’S FIRST-TIME MANAGERS ON THE PATH TO SUCCESS — WITHOUT PUTTING MORE ON YOUR PLATE
Give me 100 days, and I’ll give your new managers the skills and confidence of seasoned leaders
(and make sure they’re working toward the goals you hired them to accomplish)
PUT YOUR COMPANY’S FIRST-TIME MANAGERS ON THE PATH TO SUCCESS — WITHOUT PUTTING MORE ON YOUR PLATE
Give me 100 days, and I’ll give your newbie managers the skills and confidence of seasoned leaders
(and make sure they’re working toward the goals you hired them to accomplish
Trusted By:
Hiring and onboarding a brand new, first-time manager
can feel like a full-time job.
Between perfecting the job description, poring over resumes and LinkedIn profiles, reviewing internal candidates, sitting through multiple rounds of interviews and negotiating salary, it can feel like the search for the
perfect person has consumed and distracted you and your top talent for weeks.

Then finally, weeks or months into this grueling process, you reach a point where you’re confident you’ve found the right candidate for the job. A self-starter who’s …
Uber talented
Driven
Growth-oriented
Adaptable
A perfect culture fit
Their start date is set. Orientation is scheduled. And IT is setting up their laptop as we speak.
You and your team are breathing a little easier, feeling relieved that finally, the hiring process is behind you.

But you and I know that your job here is far from done, because aside from all the routine onboarding and training that lies ahead, there’s just this one teensy, tiny, little thing …
Hiring and onboarding a brand new, first-time manager
can feel like a full-time job
Between perfecting the job description, poring over resumes and LinkedIn profiles, reviewing internal candidates, sitting through multiple rounds of interviews and negotiating salary, it can feel like the search for the perfect person has consumed and distracted you and your top talent for weeks.

Then finally, weeks or months into this grueling process, you reach a point where you’re confident you’ve found the right candidate for the job. A self-starter who’s …
Uber talented
Driven
Growth-oriented
Adaptable
A perfect culture fit
Their start date is set. Orientation is scheduled. And IT is setting up their laptop as we speak.
You and your team are breathing a little easier, feeling relieved that finally, the hiring process is behind you.

But you and I know that your job here is far from done, because aside from all the routine onboarding and training that lies ahead, there’s just this one teensy, tiny, little thing …
Your new manager has never managed a team before.
(gulp)
You know from experience that making the transition from “individual contributor” to “manager” is a anything but easy. From mastering the art of delegation to coaching direct reports, your new manager has a lot to learn.

You’re not necessarily worried. Every leader has to start somewhere (just as you and so many of your colleagues did). Besides, you hand-picked this person for a reason.

You saw a spark in them that made you take a chance and put your personal stamp of approval on the offer letter. 

They’re sharp. Resourceful. A go-getter who’s sure to get in the swing of things and figure it out. 

Nonetheless, you’re hoping they can get up to speed fast and without too much hand holding.
Your new manager has never managed a team before.
(gulp)
You know from experience that making the transition from “individual contributor” to “manager” is a anything but easy. From mastering the art of delegation to coaching direct reports, your new manager has a lot to learn.

You’re not necessarily worried. Every leader has to start somewhere (just as you and so many of your colleagues did). Besides, you hand-picked this person for a reason.

You saw a spark in them that made you take a chance and put your personal stamp of approval on the offer letter. 

They’re sharp. Resourceful. A go-getter who’s sure to get in the swing of things and figure it out. 

Nonetheless, you’re hoping they can get up to speed fast and without too much hand holding.
Because, the reality is…
  •  Your new manager may need time to adjust, but this year’s revenue goals and projections remain the same.
  •  In order to blow next quarter’s projections out of the water, every team has to perform at their highest level (that means every manager — new or seasoned — has to be focused on the things that move the needle forward).
Not to mention...
  •  Your to-do list isn’t getting shorter (you can’t fathom adding “train new manager” to the list).
  •  Your fully booked calendar won’t magically clear up (you barely have time to grab a latte let alone teach the art of delegating to someone who’s never done it before).
  •   You may never have had formal management training yourself (how are you supposed to teach complex management concepts to someone else?).
In an ideal world, you’d sit your new manager behind their ergonomic desk, go about your day and watch the magic unfold. But regardless of experience, title, or level of gumption, anyone stepping into a new position has a lot to learn about the role and organization.
Because, the reality is …
  •  Your new manager may need time to adjust, but this year’s revenue goals and projections remain the same
  •  In order to blow next quarter’s projections out of the water, every team has to perform at their highest level (that means every manager — new or seasoned — has to be focused on the things that move the needle forward)
Not to mention ...
  •  Your to-do list isn’t getting shorter (you can’t fathom adding “train new manager” to the list)
  •  Your fully booked calendar won’t magically clear up (you barely have time to grab a latte let alone teach the art of delegating to someone who’s never done it before)
  •   You may never have had formal management training yourself (how are you supposed to teach complex management concepts to someone else?)
In an ideal world, you’d sit your new manager behind their ergonomic desk, go about your day and watch the magic unfold. But regardless of experience, title, or level of gumption, anyone stepping into a new position has a lot to learn about the role and organization.
In fact, research shows it can take 1-2 years for an employee in a new role to get up to speed and reach full productivity, even with traditional onboarding and training. 
Survey after survey shows that most new managers still feel lost and
 overwhelmed months into their role.
A staggering 60% of first-time managers fail within the first two years.
And it’s not because they aren’t the right person for the job. It’s because, more often than not, they don’t receive the right kind of training and guidance they need during the first 100 days to make the challenging transition from “individual contributor” to “the boss.” 
Even inside many of the most well-known and recognized organizations, first-time managers are left to sink or swim. And when a manager sinks, guess who they drag down with them?
  •  Their direct reports (many of whom may leave if they aren’t happy with their manager).
  •  Their senior managers (who are left to pick up the slack, deal with the fallout and start the process of hiring all over again).
  •  Your entire company (some experts say losing a single employee can cost $240,000 in lost revenue and productivity, not to mention the impact on your culture).
Survey after survey shows that most new managers still feel lost and
 overwhelmed months into their role
47%
of new managers don’t receive any training
44%
feel unprepared for their role
87%
wish they had more training before becoming a manager
A staggering 60% of first-time managers fail within the first two years.
And it’s not because they aren’t the right person for the job. It’s because, more often than not, they don’t receive the right kind of training and guidance they need during the first 90 days to make the challenging transition from “individual contributor” to “the boss.” 
Even inside many of the most well-known and recognized organizations, first-time managers are left to sink or swim. And when a manager sinks, guess who they drag down with them?
  •  Their direct reports (many of whom may leave if they aren’t happy with their manager).
  •  Their senior managers (who are left to pick up the slack, deal with the fallout and start the process of hiring all over again).
  •  Your entire company (some experts say losing a single employee can cost $240,000 in lost revenue and productivity, not to mention the impact on your culture).
When I was thrown in at the deep end during my transition from salesperson to sales manager, I learned the hard way what it means to be a truly effective leader.
I was terrified of failing. Of making the wrong decisions or not making them soon enough. It felt like a very lonely place (some of you reading this may relate). I didn’t have a mentor, or a 100-day plan (or even a 10-day plan for that matter). 

I admit it … I thought a sales manager was a glorified salesperson with a fancier car, a bigger salary, and a larger expense account. In that first year, I stumbled and staggered, and made some mistakes that would bring tears to your eyes.

Somehow, my team hit our sales target. I couldn’t wait for my annual review. I walked into that meeting feeling like I could walk on water. But instead of praising me for meeting last year’s goal, all I got was, “Well, that was last year and it’s done. Next year, we need 30% more.”

After I recovered from the lack of adulation and applause, I replied with a classic first-time manager response. “OK,” I said. “But I’ll need more people.”

My manager looked me square in the eye. “Why?” he asked. “Are you getting the most out of the team you currently have?”

In that exact moment, I didn’t fully comprehend what he was asking me. But that single question stayed with me and made me rethink everything I ever thought about managing people and building an effective team. It inspired me to completely reimagine everything about my management style.
My newfound perspective and approach was a game changer, leading my people to create new results. My method became so successful that I quickly climbed the corporate and soon became CEO of a major financial services company.
Ultimately I discovered that, at least for me, the journey of getting to CEO was more enjoyable than being CEO. My passion has always been developing my people as individuals and as a team. It’s been the bedrock of my success and I knew in my heart, it’s what I was meant to do.

Today, it’s been 15 years since I left my role as CEO and started over. I built my consultancy from the ground up, and every day I get to wake up and do what I love: teach individuals across the globe how to become effective leaders and build winning teams.

My clients come from all types of industries and from different countries. I’ve helped thousands of first-time managers and executives alike develop their leadership skills and have had the pleasure of working with some of the world’s leading organizations. Using my own proprietary method, I help them learn how to get more from the people they already have.
When I was thrown in at the deep end during my transition from salesperson to sales manager, I learned the hard way what it means to be 
truly effective leader.
I was terrified of failing. Of making the wrong decisions or not making them soon enough. It felt like a very lonely place (some of you reading this may relate). I didn’t have a mentor, or a 100-day plan (or even a 10-day plan for that matter). 

I admit it… I thought a sales manager was a glorified salesperson with a fancier car, a bigger salary, and a larger expense account. In that first year, I stumbled and staggered, and made some mistakes that would bring tears to your eyes.

Somehow, my team hit our sales target. I couldn’t wait for my annual review. I walked into that meeting feeling like I could walk on water. But instead of praising me for meeting last year’s goal, all I got was, “Well, that was last year and it’s done. Next year, we need 30% more.”

After I recovered from the lack of adulation and applause, I replied with a classic first-time manager response. “OK,” I said. “But I’ll need more people.”

My manager looked me square in the eye. “Why?” he asked. “Are you getting the most out of the team you currently have?”

In that exact moment, I didn’t fully comprehend what he was asking me. But that single question stayed with me and made me rethink everything I ever thought about managing people and building an effective team. It inspired me to completely reimagine everything about my management style.
My newfound perspective and approach was a game changer, leading my people to create new results. My method became so successful that I quickly climbed the corporate and soon became CEO of a major financial services company.
Ultimately I discovered that, at least for me, the journey of getting to CEO was more enjoyable than being CEO. My passion has always been developing my people as individuals and as a team. It’s been the bedrock of my success and I knew in my heart, it’s what I was meant to do.

Today, it’s been 15 years since I left my role as CEO and started my own coaching business. I built my consultancy from the ground up, and every day I get to wake up and do what I love: teach individuals across the globe how to become effective leaders and build winning teams.

My clients come from all types of industries and from different countries. I’ve helped thousands of first-time managers and executives alike develop their leadership skills and have had the pleasure of working with some of the world’s leading organizations. Using my own proprietary method, I help them learn how to get more from the people they already have.
INTRODUCING:
FIRST 100 DAYS FOR NEW MANAGERS:
HOW TO ACCELERATE THE LEARNING CURVE, 
BUILD A TEAM, AND ACHIEVE QUICK WINS
"Through John's guidance, I now have a high-performing team delivering great solutions to our customers. He helped unleash the full potential of my team." 
- Andrew Otoo, Director, Pfizer
"I worked with John for a full year and was delighted with the results. He is a dedicated professional and great to work with. I would highly recommend him to any individual or company looking for lasting improvements."
- Fergal McGarry, Managing Director, Johnson & Johnson Ltd
Companies I’ve worked with include:
You can hire the best and the brightest, most eager candidate.
 You can train them until they know your mission, product, and services by heart.
But if your new manager …
  •   Fails to earn the trust and respect of their team members
  •   Focuses on tasks, not goals
  •   Doesn’t learn how to delegate
  •   Still tries to do it all themselves
  •   Relies on you for guidance
  •  Misses out on early wins (or doesn’t even know what getting “wins” means)
  •  Avoids crucial conversations
  •  Neglects to get to know their team
  •  Doesn’t know how to lead productive meeting
  •  Doesn't get out of the traps fast   
Or make any other common first-time manager mistakes, it can cost you time, money, and your top talent.

Because when it comes to being an effective manager and leading a winning team, the difference between those who rise to the top and those who stay stuck on the proverbial hamster wheel is an essential combination of skills that most of us learn over years and years “on the job” without any formal training.
"Through John's guidance, I now have a high-performing team delivering great solutions to our customers. He helped unleash the full potential of my team." 
- Andrew Otoo, Director, Pfizer
"I worked with John for a full year and was delighted with the results. He is a dedicated professional and great to work with. I would highly recommend him to any individual or company looking for lasting improvements.
- Fergal McGarry, Managing Director, Johnson & Johnson Ltd
Companies I’ve worked with include:
You can hire the best and the brightest, most eager candidate.
 You can train them until they know your mission, product and services by heart.
But if your new manager …
  •   Fails to earn the trust and respect of their team members
  •   Focuses on tasks, not goals
  •   Doesn’t learn how to delegate
  •   Still tries to do it all themselves
  •  Misses out on early wins (or doesn’t even know what getting “wins” means)
  •  Avoids crucial conversations
  •  Neglects to get to know their team
  •  Doesn’t know how to lead productive meeting
  •  Doesn't get out of the traps fast   
Or make any other common first-time manager mistakes, it can cost you time, money, and your top talent.

Because when it comes to being an effective manager and leading a winning team, the difference between those who rise to the top and those who stay stuck on the proverbial hamster wheel is an essential combination of skills that most of us learn over years and years “on the job” without any formal training.
Your first-time managers need more than a tour of the office and an organizational chart.
 
They need more than a day of shadowing each role or a few one-off sessions here and there with different department heads.

They need a simple, step-by-step plan and an on-demand portal of resources and tools they can turn to for months (and years) to come.
As a senior leader who’s “been there, done that,” you know that in order for your new manager to succeed (and make your job easier), they need to understand how to:
  •   Shift their mentality from individual contributor to manager
  •  Delegate with efficiency and confidence
  •  Structure their days and weeks strategically to avoid overwhelm
  •  Balance individual work with team member management
  •  Prioritize strategically
  •  Rally a team around one vision
  •  Run effective meetings and align with key stakeholders
  •  Navigate office politics with grace and professionalism
  •  Develop their direct reports’ talent 
  •  Make the right first impression 
Sure, there are some magical unicorns among us who seem to naturally fall into the role of manager.
 But for the most part, these are skills we learn along the way, usually through trial and error over the years. 
Your first-time managers need more than a tour of the office and an organizational chart.
 
They need more than a day of shadowing each role or a few one-off sessions here and there with different department heads.

They need a simple, step-by-step plan and an on-demand portal of resources and tools they can turn to for months (and years) to come.
As a senior leader who’s “been there, done that,” you know that in order for your new manager to succeed (and make your job easier), they need to understand how to:
  •   Shift their mentality from individual contributor to manager
  •  Delegate with efficiency and confidence
  •  Structure their days and weeks strategically to avoid overwhelm
  •  Balance individual work with team member management
  •  Prioritize strategically
  •  Rally a team around one vision
  •  Run effective meetings and align with key stakeholders
  •  Navigate office politics with grace and professionalism
  •  Develop their direct reports’ talent 
  •  Make the right first impression 
Sure, there are some magical unicorns among us who seem to naturally fall into the role of manager.
 But for the most part, these are skills we learn along the way, usually through trial and error over the years. 
But imagine if your organization had a simple on-demand training program that could teach these skills and more to your first-time managers in 100 days.
Imagine if, while you went about your day, a high-level executive coach that typically costs hundreds or thousands per hour was guiding your new manager step-by-step for the first three months.

Imagine if they could log into an online program and have access to a first-time manager’s toolkit, complete with videos, templates and more.
But imagine if your organization had a simple on-demand training program that could teach these skills and more 
to your first-time managers in 100 days.
Imagine if, while you went about your day, a high-level executive coach that typically costs hundreds or thousands per hour was guiding your new manager step-by-step for the first three months.

Imagine if they could log into an online program and have access to a first-time manager’s toolkit, 
complete with videos, templates and more.
I’ve been flown across the globe to help train managers and senior executives in huge organizations. What I realized is that most of them don’t have a systematized approach in place for training their first-time managers, quickly and effectively.  
Most organizations use one of the following methods when it comes to training first-time managers:
  •  Provide traditional company onboarding and some department-specific training, but no specific training geared toward first-time managers
  •  Spend $500/hour or more on a high-level executive coach (like me).
  •  Hire on a full-time, salaried, $90k per year training and development director
  •  Spend time, energy and money creating a custom first-time manager training program (which may or may not be effective)
  •  Offer inexpensive one-off courses and trainings on specific topics related to management, but not a holistic, big-picture program
While senior leaders are happy to invest in executive coaching for a smaller group of senior-level executives, bringing in a trainer every time they bring on a new manager just isn’t realistic, financially or logistically.
Most organizations use one of the following methods when it comes to training 
first-time managers:
  •  Provide traditional company onboarding and some department-specific training, but no specific training geared toward first-time managers.
  •  Spend $500/hour or more on a high-level executive coach (like me).
  •  Hire on a full-time, salaried, $90k per year training and development director.
  •  Spend time, energy and money creating a custom first-time manager training program (which may or may not be effective).
  •  Offer inexpensive one-off courses and trainings on specific topics related to management, but not a holistic, big-picture program.
While senior leaders are happy to invest in executive coaching for a smaller group of senior-level executives, bringing in a trainer every time they bring on a new manager just isn’t realistic, financially or logistically.
THAT’S WHY I’M THRILLED TO SHARE THIS BRAND NEW, 
FIRST-OF-ITS-KIND PROGRAM WITH YOU. 

IT’S A HIGH-LEVEL EXECUTIVE COACHING EXPERIENCE FOR FIRST-TIME MANAGERS — WITHOUT THE HIGH-LEVEL EXECUTIVE COACHING PRICE TAG.
When you invest in training your first-time managers the right way from the beginning, it can:
  •  Fast-track your new manager training and development, versus spending months waiting for them to get fully up to speed
  •  Reduce turnover, saving you time and money
  •  Increase employee productivity, morale, and efficiency
  •  Increase manager confidence, so they can work toward achieving the goals you hired them to achieve
  •  Help reduce the stress and overwhelm most new managers experience
  •  Free up more of your time and energy 
  •  Serve as a marketing tool to help you recruit top talent, making your company stand out from those who don’t offer new manager training
When you invest in training your first-time managers the right way from the beginning, it can:
  •  Fast-track your new manager training and development, versus spending months waiting for them to get fully up to speed
  •  Reduce turnover, saving you time and money
  •  Increase employee productivity, morale, and efficiency
  •  Increase manager confidence, so they can work toward achieving the goals you hired them to achieve
  •  Help reduce the stress and overwhelm most new managers experience
  •  Free up more of your time and energy 
  •  Serve as a marketing tool to help you recruit top talent, making your company stand out from those who don’t offer new manager training
A 100-day fast track training program that orients the manager in their new role and provides tools for long-term success 
(because you don’t have the luxury of waiting 1-2 years).

The Virtual Mentorship is offered in 6 learning modules. Each module includes video, downloadable tools, skill-building exercises and actionable steps your new managers can apply ASAP to their new
 role (without having to come find you).
Program Breakdown
There are six core learning modules, plus a comprehensive library of worksheets, resources and exercises to help your new managers put their learning into action from day one
A 100-day fast track training program that orients the manager in their new role and provides tools for long-term success 
(because you don’t have the luxury of waiting 1-2 years).

The Virtual Mentorship is offered in 6 learning modules. Each module includes video, downloadable tools, skill-building exercises and actionable steps your new managers can apply ASAP to their new role (without having to come find you).
Program Breakdown
There are six core learning modules, plus a comprehensive library of worksheets, resources, and exercises to help your new managers put their learning into action from Day One.
module 1:
GET YOUR FOUNDATIONS IN PLACE
module 1:
HOW TO PREP FOR FAST WINS
In this module, we’ll lay the foundation for what it means to be an effective leader inside your organization. I’ll guide first-time managers through the essential mindset shift it takes most managers years to understand. We’ll clarify the purpose of their role, understand how to avoid the common mistakes that cause first-time managers to fail, and start putting simple systems into place.

By the end of this module, they’ll be thinking and strategizing like a manager and have a template in place for achieving quick wins.
We’ll dive into:
  •  How to quickly make the mindset shift from individual producer to manager
  •  The most common mistakes most first-time managers make and never recover from (and how to avoid them)
  •  How to identify quick wins, and how to achieve them as a team
  •  Self-awareness (honestly evaluating one’s own strengths and weaknesses)
  •  Understanding and harnessing the scope of a manager’s role and authority
  •  How to schedule each day to avoid overwhelm
  •  Setting the right priorities and letting go of the wrong ones
We’ll use the following tools:
  •  The Assessment
  •  First 100 Days Goal Setting Guide
  •  Scope of Role and Expectations Conversation with Manager 
module 2:
UNDERSTANDING THE LAY OF THE LAND
module 2:
UNDERSTANDING THE LAY OF THE LAND
To make any kind of progress or change, you first need to get a solid grasp on the current state of affairs. That means understanding what your team has accomplished, knowing your key partners, and getting to know your team.

In this fact-finding module, we’ll guide managers through the step-by-step process they need to go through to understand lay of the land, without having to rely solely on guidance from their manager.
We’ll dive into:
  •  Understanding performance
  •  Understanding the team
  •  Establishing a track record
  •  Identifying the Stakeholders— and creating a Stakeholder Map
  •  What are the pillars of their role?
We’ll use the following tools:
  •  Fact Finding Mission
module 3:
The Critical Meetings You Must Have (And How to Ace Every Meeting from Here on Out)
module 3:
The Critical Meetings You Must Have (And How to Ace Every Meeting from Here on Out)
Going from meeting “attendee” to meeting “host” can be a nerve-wracking experience. In this no-fluff training, I’ll guide first-time managers through every step of securing and hosting productive meetings.

First, we’ll identify the key people they need to meet with (including direct reports and stakeholders). Then, I’ll share the exact email script I use to “ask for the meeting” (even a stakeholder or C-level executive they’ve never met).

By the end of this module, managers will feel confident they can run any meeting like a boss.
We’ll dive into:
  •  When and how to run staff meetings
  •  Exactly how to manage meetings with one-to-one direct reports
  •  How to secure one-to-ones with stakeholders (and make them meaningful)
  •  How to create a “Current Reality” Report to review with their manager
  •  How to identify the key metric for how success will be evaluated
  •  How to redefine the relationship with peers and colleagues
  •  Email copy “script”to secure the meeting
We’ll use the following tools to master the art of effective meetings:
  •  Staff Meeting Facilitator Guide
  •  Email Script to Secure Meetings
  •  Meeting Conversion Outline and 20 Questions To Ask Each Stakeholder
  •  15 Questions to Ask Direct Reports
module 4:
CREATE YOUR PLAN
module 4:
CREATE YOUR PLAN
Now that your first-time manager has a clear understanding of the lay of the land, has had their meetings, and has all the information they need, it’s time to write down the plan. In this module, I’ll arm them with the templates and tools to create their team’s mission and values and identify key issues and objectives.

Then, I’ll guide them through the process of meeting with their direct manager to get support for the plan, agree on next steps, and identify exactly how leadership will support them in reaching this goal.
We’ll dive into:
  •  Creating the plan (vision, mission, values) for the team they’re responsible for
  •  Analyzing the team and making any necessary changes
  •  Identify their personal role in leading the vision
  •  Creating a Personal Development Plan (where do they personally need help?)  
  •  How to review the plan with management
  •  Review the plan with select team members
We’ll use the following tools to create the plan:
  •  Current Reality Report
  •  5x4 Execution Plan 
  •  Create The Plan
  •  Meeting Script to Present the Plan to Your Manager 
module 5:
ROLL OUT THE PLAN WITH THE TEAM
module 5:
ROLL OUT THE PLAN WITH THE TEAM
As we learned in Module 1, a manager’s role is to lead the team to greatness. During this module, we’ll guide managers in leading a Team Workshop designed to engage their team in creating the plan together. During this collaborative workshop, they’ll identify who is responsible for what and create a detailed timeline to make sure every deliverable is met.
We’ll dive into:
  •  Planning and facilitating the Team Workshop
  •  How to establish team culture (a.k.a. Rules of Engagement), without coming across as an outsider trying to change everything in one fell swoop
  •  Setting key goals for the next 12 months (and how each person will contribute) 
  •  Setting goals for next 100 days (and how each person will contribute)
  •  Understanding the Ritual of Review (how and when to revisit the plan and adapt as needed)
We’ll use the following tools to create the plan:
  •  Build the Plan Guide 
module 6:
YOU AS A LEADER AND COACH
module 6:
YOU AS A LEADER AND COACH
By now they’ve learned, “it’s not just about you anymore” — and yet there’s no denying they’ve got a big responsibility as a leader and a coach. In this module, I’ll guide managers through the process of staying on track, running effective one-on-one meetings with the team, and holding themself accountable. We’ll also break down the key differences between coaching and managing, so they can be an effective manager who is genuinely trusted and respected.

By the end of this module, first-time managers will feel confident they’ve set a rock-solid foundation for both their team and career.
We’ll dive into:
  •  Creating a personal dashboard
  •  How to run ongoing meetings and individual sessions with the team
  •  How to lead individual sessions
  •  The important differences between coaching and managing conversations
  •  Why self-reflection matters (evaluation own behavior, communication, performance appraisal)
  •  What it means to live the values they’ve set for their team day-to-day?
We’ll use the following tool to complete this module:
  •  Dashboard Example
  •  Personal Development Plan 
WHEW! THAT’S A LOT OF VALUE. NEED A RECAP?
HERE’S EVERYTHING INCLUDED IN 
THE FIRST 100 DAYS FOR NEW MANAGERS PROGRAM
6 VIDEO TEACHING SESSIONS
PLUS THE FOLLOWING TOOLS, WORKSHEETS, GUIDES + SCRIPTS:
6 VIDEO TEACHING SESSIONS
PLUS THE FOLLOWING
TOOLS, WORKSHEETS, GUIDES + SCRIPTS:
  •  The Assessment
  •  First 100 Days Goal Setting Guide
  •  Scope of Role and Expectations Conversation with Manager
  •  Fact Finding Mission
  • Staff Meeting Facilitator Guide 
  •  Email Script to Secure Meetings
  •  Conversation Outline and 20 Questions to Ask Each Stakeholder
  •  15 Questions to Ask Direct Reports
  •  Current Reality Report
  •  5x4 Execution Plan 
  •  Create The Plan
  •  Meeting Script to Present the Plan to Your Manager
  •  Build the Plan Guide
  •  Personal Development Plan
  •  Dashboard Example
PLUS LIVE, VIRTUAL Q&A CALLS WITH JOHN PLUS THE SESSION RECORDINGS
(for both first-time managers and senior managers) 
FAST ACTION BONUSES WHEN YOU JOIN NOW
WHEN YOU JOIN IN THE NEXT 72 HOURS, YOU WILL ALSO RECEIVE... 
THE STAKEHOLDER MAP TEMPLATE
  •  The Stakeholder Map Template provides a customizable framework for your first time manager to visualize the key Stakeholders in your business. 
  •  PLUS The Stakeholder Map Template includes a list of the right questions to ask so your new manager feels 100% confident in every interaction with your organization’s most important decision-makers. 
HOW TO LEAD EFFECTIVE MEETINGS
  •  A masterclass session, lead by John Murphy, that guides new managers through the key aspects of holding productive meetings, by teaching new managers how to:
  • * Lead with success
  • * Set and deliver achievable outcomes
  • * Make meetings exciting and engaging
  • * Build consensus from team members
  • * Inspire action and accountability
PRIVATE FACEBOOK COMMUNITY
  •  When you join now, you will gain access to a private Facebook group of like-minded first-time managers so you can exchange pain points, insights, and solutions. 

READY TO HAVE AN AUTOMATED TRAINING PROGRAM IN PLACE 
FOR EVERY NEW MANAGER YOU HIRE OR PROMOTE?
Your First-Time Managers Roadmap for Fast Wins experience starts immediately, once you click the "Join Now" button below. Once you click the button below, you'll be taken to our secure checkout.

When you register, you'll receive an email confirming your registration. Your email will include instructions on how to access your learning portal.

If you have any questions, please reach out to us at info@johnmurphyinternational.com. We are here to help you get access to the content and ensure you get the most out of the program.
First 100 Days for New Managers: How to Accelerate the Learning Curve, Build a Team, and Achieve Quick Wins experience starts immediately, once you click the "Join Now" button below. Once you click the button below, you'll be taken to our secure checkout.

When you register, you'll receive an email confirming your registration. Your email will include instructions on how to access your learning portal.

If you have any questions, please reach out to us at first100days@johnmurphyinternational.com. We are here to help you get access to the content and ensure you get the most out of the program.
JOIN NOW:
FIRST 100 DAYS FOR NEW MANAGERS: OPTION 1
Get Corporate Clients Masterclass Jeanine Blackwell
Get Corporate Clients Masterclass Jeanine Blackwell
When you join Option 1, you will receive: 
  •  All 6 Learning Modules 
  •  All the tools, scripts, and worksheets 
  •  Live, Virtual Q&A Calls with John Murphy 
One Payment of
$997
Or Three Monthly Payments of
$397
All transactions are completely safe and secure. 
FIRST 100 DAYS FOR NEW MANAGERS: OPTION 2
*Spots limited to the first 20 people*
Get Corporate Clients Masterclass Jeanine Blackwell
Get Corporate Clients Masterclass Jeanine Blackwell
When you join Option 2, you will receive: 
  •  All 6 Learning Modules 
  •  All the tools, scripts, and worksheets 
  •  Live, Virtual Q&A Calls with John Murphy 
PLUS:
  •  Weekly Group Mastermind Sessions with John Murphy 
One Payment of
$1,997
Or Three Monthly Payments of
$735
All transactions are completely safe and secure. 
FIRST 100 DAYS FOR NEW MANAGERS: OPTION 3
*Spots limited to the first 20 people*
Get Corporate Clients Masterclass Jeanine Blackwell
Get Corporate Clients Masterclass Jeanine Blackwell
When you join Option 3, you will receive: 
  •  All 6 Learning Modules 
  •  All the tools, scripts, and worksheets 
  •  Live, Virtual Q&A Calls with John Murphy 
  •  Weekly Group Mastermind Sessions with John Murphy
PLUS:
  •  Two, private one-on-one coaching sessions with John Murphy to warp speed the training process and reach your goals, fast.
One Payment of
$3,497
Or Three Monthly Payments of
$1,282
All transactions are completely safe and secure. 
30-Day No Risk, No Questions Asked Guarantee
I’m in the business of getting results. If for any reason you are not thrilled with the 
content and the potential impact it will have in your business, I will refund you 100%
 within the first 30 days. 

No hoops. Just send us an email.
30-Day No Risk, No Questions Asked Guarantee
I’m in the business of getting results. If for any reason you are not thrilled with the 
content and the potential impact it will have in your business, I will refund you 100%
 within the first 30 days. 

No hoops. Just send us an email.
FREQUENTLY ASKED QUESTIONS
When will I have access to the material?
You’ll have immediate access to Module 1, beginning on {insert course start date}. The remaining modules will be “unlocked” each week.
How much time should trainees set aside per week?
Every individual will go at their own pace, but you should expect to set aside 2-3 hours per week to complete each module.
What if I can’t attend the live sessions?
No worries! All of the sessions are recorded, so you can listen (and re-listen) whenever it’s convenient for you.
How do I ask questions or get feedback on my plan during the program?
Simply send an email to info@johnmurphyinternational.com and we’ll get back to you as soon as we can.
What will I get when I enroll?
6 VIDEO TEACHING SESSIONS TOOLS, WORKSHEETS, GUIDES + SCRIPTS 
  •  The Assessment
  •  90-Day Goal Setting Templates (with clear due dates and assigned tasks
  •  12-month Goal Setting Templates (with clear due dates and assigned tasks)
  •   Guided Fact-Finding Mission
  •  Stakeholder Map Template
  •  “Current Reality” report template
  •  Email Templates for securing meetings
  •  Meeting agenda and note templates
  •  Stakeholder map
  •  Set of Questions to Ask Each Stakeholder
  •  Conversation Outline
  •  Create the Plan Template (plus examples of good vs. bad mission statements)
  •  Meeting script templates, so you feel confident presenting your plan to your manager
  •  Sample personal development plans
  •  Staff Meeting Facilitator Guide
  •  Dashboard Example
  •  3 LIVE, VIRTUAL Q&A CALLS WITH JOHN (for both first-time managers and senior managers) plus recordings
How long is the program?
The program is six modules over six weeks.
Can more than one trainee use the program at once?
No, but we do offer rates for larger groups. Please contact us a info@johnmurphyinternational.com to discuss your options with us!
FREQUENTLY ASKED QUESTIONS
When will I have access to the material?
You’ll have immediate access to Module 1. The remaining modules will be “unlocked” each week.
How much time should trainees set aside per week?
Every individual will go at their own pace, but you should expect to set aside 2-3 hours per week to complete each module.
What if I can’t attend the live Q&A sessions?
No worries! All of the sessions are recorded, so you can listen (and re-listen) whenever it’s convenient for you.
How do I ask questions or get feedback on my plan during the program?
Simply send an email to first100days@johnmurphyinternational.com and we’ll get back to you as soon as we can.
What will I get when I enroll?
6 VIDEO TEACHING SESSIONS PLUS THE FOLLOWING TOOLS, WORKSHEETS, GUIDES + SCRIPTS 
  •  The Assessment
  •  First 100 Days Goal Setting Guide 
  •  Scope of Role and Expectations Conversation with Manager 
  •  Fact Finding Mission
  •  Email Script to Secure Meetings
  • Staff Meeting Facilitator Guide
  •  Conversation Outline and 20 Questions to Ask Each Stakeholder
  •  15 Questions to Ask Direct Reports
  •  Current Reality Report
  •  5x4 Execution Plan
  •  Create the Plan
  •  Meeting Script to Present the Plan to Your Manager
  •  Build the Plan Guide
  •  Personal Development Plan
  •  Dashboard Example
  •  PLUS LIVE, VIRTUAL Q&A CALLS WITH JOHN (for both first-time managers and senior managers) plus recordings
How long is the program?
The program is six modules over six weeks.
Can more than one trainee use the program at once?
No, but we do offer rates for larger groups. Please contact us a first100days@johnmurphyinternational.com to discuss your options with us!
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