Your leaders will ideally gain access to the First-Time Leaders Community in the month before they start their first leadership role. Topics in Module 1 include:

• Self-awareness. A comprehensive overview of leadership styles, success-limiting beliefs and how values shape leadership practices.
• Day 1. A toolkit for leaders to tap into as soon as their first team meeting.
• Mindset. Our content on managing upwards and adopting a positive growth mindset will help your leaders grow—and save you time as an HR manager.
• Starter kit for the first weeks. No more confusion about how to approach first conversations. Instead: clear, actionable tips from experts who know what they’re talking about.

Help your leaders hit the ground running in their first month with content that focuses on building strong team relationships. Topics in Module 2 include:

• Motivation. Leaders should know what motivates (and demotivates) their team members. We’ll help them pin it down—and tailor their managing style accordingly.
• Leadership style. Tips for finding the best match between individual leadership style and the team’s collective needs.
• Delegation. First-time managers can fall into a trap of over- or under-delegating. We help them refocus on their top priorities.
• Meetings. Planning for efficient 1:1s and team meetings. 
• Time management. Strategies to keep your company’s leaders calm and collected in the first month (and beyond).
• Team workshop. We get the creative juices flowing with practical workshop tips designed to boost productivity and team spirit.
• Team psychology. A team is a collection of humans—and humans are complex! This module helps new leaders anticipate their team’s anxieties and concerns.

As your leaders continue to grow and settle into their role, they can rely on the following support in Module 3:

• The first 100 days. What should a leader realistically have accomplished in their first three months on the job?
• Developing team members. A great team starts with a culture of knowledge-sharing and a strong atmosphere of professional learning.
• Peers. The most effective leaders have identified peers they can rely on throughout the company. We’ll show them how.
• Feedback: The delicate art of providing consistent, meaningful and empathetic feedback. 
• Recruitment. As an HR manager, you already know that cultural fit is a must when searching for new team members. We’ll fill your new leaders in on the ins and outs of that, too.
• Remote leadership. How to build a sense of trust and a positive working environment in the age of WFH and hybrid work.

This is where things get real. Module 4 prepares your leaders to tackle ongoing challenges beyond the first 100 days, with content that focuses on:

• Change. Companies depend on their leaders to communicate organisational change. Give your leaders the skills and perspective they need to advocate for your company’s vision and lead their teams through turbulent times.
• Sandwich position. Nobody likes to be caught in the middle, but sometimes it’s inevitable. This topic is all about sharing tough company news—the empathetic way.
• Conflict. HR managers are often on the front lines of team conflicts. What if your leaders were better trained to address these conflicts at the root
• Team culture. Tips on how to build an inclusive team culture.