About
There are hundreds of books and courses on management – but very few actually help managers show up better at work tomorrow.
Most of them look like mini-MBAs or theoretical exercises rooted in psychology. They’re interesting. But when Monday comes, and a manager needs to hire someone, give difficult feedback, or handle a performance issue, the theory doesn’t help much.
This program exists to close that gap.
First-time Manager Education Program is a hands-on learning journey built for first-time managers and emerging leaders who need tools they can put to work immediately. It combines a shared masterclass with individual shadowing and mentoring, creating a blend of common grounding and deeply personal development.
The program covers the full management cycle – from selecting and onboarding the right people, through daily team interactions and feedback, all the way to performance management and the toughest decisions a manager has to make.
What program solves
New and emerging managers are often thrown into the role without real preparation. They’re expected to hire well, develop their team, give difficult feedback, and drive results – often on their own, with little structured support.
This program was built to tackle exactly these challenges.
Struggling to Choose the Right People
Hiring is one of the most consequential things a manager does - and one of the least taught. Many managers have no structured approach to interviewing, evaluating competencies, or making defensible hiring decisions.
Not Knowing the Team Well Enough
Without regular, intentional one-on-one conversations, managers operate with a surface-level understanding of their people. That leads to poor task allocation, missed signals, and disengaged employees.
Avoiding or Mishandling Feedback
Most managers either avoid giving feedback or give it poorly - too late, too vague, or too blunt. Without a clear framework, even well-intentioned feedback fails to land.
Delegating Poorly or Not at All
Managers who can't delegate effectively either overload themselves or underutilize their team. Developing people while getting things done requires a skill most managers are never taught.
No System for Performance Management
Goal setting, evaluation, performance improvement plans, and contract termination - these are the moments that define a manager's credibility. Without a clear process, they become reactive, inconsistent, and high-risk.
Covered topics
Program topics
The exact topics are tailored based on stakeholder and participant interviews, but the program may broadly cover five key areas:
* Understanding the basic principles of the selection process
* Developing an interview plan and a competency-based question structure
* Evaluating candidates and making sound hiring decisions
* Preparing an onboarding plan for new hires
* Simulation: mock interview with a potential candidate
* How to get to know your team — and why it matters
* How to structure and conduct effective 1-on-1 meetings
* Frequency, agenda, and follow-through in individual conversations
* Purpose and best practices for running productive team meetings
* Timing, content, and delivery of constructive feedback
* Giving positive and negative assessments clearly and promptly
* Practical exercises: applying feedback frameworks in real scenarios
* Building a culture of continuous, honest communication
* Assessing and maximizing the potential of team members
* Delegation: assigning the right tasks and supporting execution
* Tools and practices for day-to-day development conversations
* Practical examples drawn from real management situations
* Goal setting: business and behavioral objectives
* Employee evaluation approaches and frameworks
* Performance improvement plans (PIP): when and how to use them
* Contract termination procedures: what managers need to know
* Tips, traps, and real-world guidance
Who is it for?
Individuals
The program is primarily intended for:
- New and emerging managers
- Team leaders and supervisors
- Professionals transitioning into leadership roles
- Managers responsible for guiding people, shaping team culture, and driving organizational performance
The masterclass is designed for the core group of participants in the program, but additional colleagues from the company may also attend, depending on space and capacity.
Teams/Companies
It is especially useful for companies that want to:
- Strengthen leadership capabilities across key roles
- Build a consistent management mindset, language, and toolkit across teams
- Support the individual growth of current and future managers
- Reduce the risk and cost of poor management decisions
What you gain?
Great management doesn’t happen by accident – it’s built by people who actively develop their skills and continuously reflect on how they lead. Investing in your managers creates a ripple effect that reaches every person on their team.
Here’s what both participants and the company can expect:
Benefits for participants
Stronger understanding of applied management practices - learned and tested in a competitive corporate environment
More confidence and clarity in their management role
Better prioritization, delegation, and communication skills
Practical feedback grounded in real work situations
Individual support tailored to their level and specific challenges
Exposure to proven practices from an experienced manager
Benefits for companies
Stronger leadership capability across teams
Consistent management practices, language, and approach across the organization
Reduced risk from poor management decisions
Better alignment between team expectations and individual performance
Clearer accountability and structure within management roles
Faster professional growth of high-potential future leaders
A more organized, efficient, and accountable management layer
How It Works
Knowing management theory is table stakes. What separates good managers from great ones is what they actually do when it gets hard – how they run a difficult one-on-one, how they give feedback that changes behavior, how they handle a performance issue without losing trust.
That’s why this program is built around three connected elements – each with a distinct purpose, each informed by what came before. It starts with shared learning, moves into real-world observation, and deepens through focused individual support.
The outcome is development that sticks – because it’s grounded in your actual work.
Masterclass
The masterclass brings all participants together for interactive, structured learning. In a single intensive session, the group builds a shared understanding of core management practices - from recruitment and feedback to performance management. It creates a common language and foundation that the rest of the program builds upon.
Mentoring
This is where lasting change happens. Each participant works one-on-one with the coach in sessions held at least every two weeks. Conversations are built around the individual — their specific challenges, observed patterns, and personal growth goals. Between sessions, participants complete reflection exercises and practical assignments that keep the development moving forward.
(First and last session are preferably in person; the remaining sessions may be in person or online.)
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Shadowing
During shadowing, the coach joins each participant in their actual work — team meetings, one-on-ones, or other managerial interactions. The coach observes without interfering. The goal is to see how each participant shows up in practice, recognize genuine strengths, and identify the specific areas where mentoring will create the most meaningful change.
Masterclass
The masterclass brings all participants together for interactive, structured learning. In a single intensive session, the group builds a shared understanding of core management practices — from recruitment and feedback to performance management. It creates a common language and foundation that the rest of the program builds upon.
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Shadowing
During shadowing, the coach joins each participant in their actual work - team meetings, one-on-ones, or other managerial interactions. The coach observes without interfering. The goal is to see how each participant shows up in practice, recognize genuine strengths, and identify the specific areas where mentoring will create the most meaningful change.
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Mentoring
This is where lasting change happens. Each participant works one-on-one with the coach in sessions held at least every two weeks. Conversations are built around the individual — their specific challenges, observed patterns, and personal growth goals. Between sessions, participants complete reflection exercises and practical assignments that keep the development moving forward.
(First and last session are preferably in person; the remaining sessions may be in person or online.)
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Additional Elements
The program is wrapped in a set of touchpoints that ensure it starts well, stays aligned, and closes with clarity.
Before the program begins, the coach meets with key stakeholders to understand the organizational context and priorities. Each participant’s journey begins with a personal alignment conversation, establishing individual goals from the start.
At the final session, every participant receives structured personal feedback on their growth. A summary is also shared with the relevant team lead or practice lead, giving the company a clear view of outcomes and a basis for continued support.
Organizations we've
Worked With
First-time manager Program has been delivered across industries - from tech and retail to production and sales organizations.
MIKROELEKTRONIKA
o Senior managers (department heads)
o Team leaders
YETTEL SRBIJA
o Team leaders in SOHO sales channel
INTERSPORT
o Store managers
GALAXY CODE
o Store managers
o Senior Management (incl. co-founders)
MOTOPLAST
o Team leaders in production
WORKFORCE SERBIA
o Senior management (including co-founder)
Any questions?
FAQ
Management training teaches concepts. This program develops people. By observing how each participant actually manages – and then building personalized mentoring around those observations – the development is anchored in reality. Participants walk away not just knowing more, but managing differently.
Yes. The program always begins with stakeholder and participant interviews to understand your organization’s setup, challenges, and goals. Topics and focus areas are selected based on what will genuinely move the needle for your team — not a fixed template.
The program typically runs over 6 to 8 weeks per participant, giving enough time between sessions for real application and reflection. The masterclass works well for a broader group, while shadowing and mentoring are delivered individually. The ideal cohort size is 4 to 8 participants.
Between mentoring sessions, participants work on reflection exercises and practical assignments agreed with their coach — small, focused actions designed to fit within a normal working week. The goal is continuous progress, not additional pressure.
The program is delivered by an experienced management professional with hands-on experience in highly competitive corporate environments across diverse industries and organizational contexts. Every engagement is led personally — so participants always work with someone who has navigated the same challenges they’re facing.
Yes. With full transparency to participants, a summary of development observations and progress is shared with the relevant team lead at the end of the program, giving the company a clear picture of outcomes and a foundation for continued support.
Still not sure?
Management looks different in every organization - and so does the support your people need. If you're not sure whether this program is the right fit for your team or context, reach out. We're happy to talk it through.