Support your new managers from day one
Moving from expert to manager is a key transition. Without the right support, expectations can become unclear, delegation can feel more challenging, and team engagement can quickly start to drop.
The Management essentials learning path helps your new managers step into their role with confidence, set clear expectations, engage their team, and delegate in a way that builds ownership.
It helps them develop the essential habits they need to balance people-centred leadership, team autonomy, and sustainable performance.
A structured training path that brings learning into everyday work
This management training path combines group workshops, online preparation, individual coaching, and practical tools to help learners apply what they’ve learned directly in the workplace. It includes:
- 5 theme-based workshops
- 4 to 6 months of progression
- 29 hours per learner, including training and individual coaching
- Up to 15 participants per cohort
- Online modules, interactive workshops, consolidation quizzes, completion tests, and certification
- Progress report, completion report, and satisfaction report for the employer
Do your new managers have the right guidance to move forward?
A management stance that’s still unclear
Moving from colleague to manager is about more than a change in title. It means redefining your role, setting new boundaries, and learning to communicate differently with former peers. Without support, managers may hesitate, avoid sensitive conversations, and struggle to fully step into their role.
Moving from colleague to manager is about more than a change in title. It means redefining your role, setting new boundaries, and learning to communicate differently with former peers. Without support, managers may hesitate, avoid sensitive conversations, and struggle to fully step into their role.
Poorly framed expectations that slow the team down
When objectives, priorities, and responsibilities aren’t clearly defined, everyone moves forward based on their own interpretation. Follow-ups increase, decisions take longer, and managers often compensate by exerting more control. The result: less autonomy and more micromanagement.
When objectives, priorities, and responsibilities aren’t clearly defined, everyone moves forward based on their own interpretation. Follow-ups increase, decisions take longer, and managers often compensate by exerting more control. The result: less autonomy and more micromanagement.
Engagement that starts to lose momentum
Delegating, building ownership, and engaging a team don’t happen automatically. Without practical tools, managers keep too much on their own shoulders while their team waits, second-guesses, or gradually disengages. What was meant to improve performance can quickly become a source of friction.
Delegating, building ownership, and engaging a team don’t happen automatically. Without practical tools, managers keep too much on their own shoulders while their team waits, second-guesses, or gradually disengages. What was meant to improve performance can quickly become a source of friction.
5 group training sessions to build essential management habits
The Management essentials learning path supports new managers step by step through a series of targeted group training sessions.
01
Managerial transition
Help participants move from colleague to manager with confidence, clarify their management stance, and create new relational foundations with their team.
02
Aligning and empowering
Learn how to set clear goals, stay focused on priorities, and build accountability without falling into micromanagement.
03
Mobilizing your team
Understand what truly engages employees and develop management practices that foster autonomy, belonging, competence, and impact.
04
Delegating to engage
Turn delegation into a development opportunity by clarifying expectations and assigning the right responsibilities to the right people.
05
Wrap-up workshop
Consolidate learning, take stock of progress on action items, and anchor new practices into everyday work.
A 3-step method to turn learning into everyday management habits
Online preparation
Each theme includes online content: self-assessments, downloadable toolkits, and preparation activities.
Interactive group workshops
Participants work through real-life situations, practice key skills, and leave with tools they can apply right away.
Consolidation and coaching
Quizzes, action items, learning pairs, individual coaching, and a wrap-up workshop help turn learning into new management habits.
An approach designed to create real behavioural change
The training is designed to move quickly from theory to action. Each learning path is adapted to your context and combines interactive workshops, hands-on practice, and coaching to help new managers build lasting habits.
Led by a team specialized in organizational development, leadership, and experiential learning, the learning path focuses on concrete results: clearer management practices, a more aligned team, greater autonomy, and stronger engagement across teams.
Ready to guide your new managers through the transition?
Give your managers a structured framework to move from technical expertise to clear, people-centred, high-performing leadership.
With the Management essentials learning path, they build the habits they need to align their team, engage people without burning themselves out, and delegate in a way that builds ownership.
Frequently asked questions about the Management essentials training path
Who is the Management essentials training path for?
It is designed for new managers, especially those with 0 to 2 years of experience in a management role.
It is designed for new managers, especially those with 0 to 2 years of experience in a management role.
How long does the learning path take?
The learning path takes place over 4 to 6 months.
The learning path takes place over 4 to 6 months.
How many training sessions are included?
The learning path includes 5 training sessions: 4 theme-based workshops and 1 wrap-up workshop.
The learning path includes 5 training sessions: 4 theme-based workshops and 1 wrap-up workshop.
What skills are developed?
Participants work on the transition into the management role, alignment and accountability, team engagement, and delegation as a development opportunity.
Participants work on the transition into the management role, alignment and accountability, team engagement, and delegation as a development opportunity.
Is the learning path adapted to our organization?
Yes. Each learning path is adapted to your organization’s context to build skills that reflect your workplace realities.
Yes. Each learning path is adapted to your organization’s context to build skills that reflect your workplace realities.
How is learning transferred into everyday work?
The learning path combines online modules, interactive workshops, action items, consolidation quizzes, learning pairs, individual coaching, and a wrap-up workshop.
The learning path combines online modules, interactive workshops, action items, consolidation quizzes, learning pairs, individual coaching, and a wrap-up workshop.
Do we receive deliverables as an employer?
Yes. The learning path includes deliverables such as attendance sheets, a completion certificate, a progress report, an online module completion report, a workshop satisfaction report, and a measure of learning achieved.
Yes. The learning path includes deliverables such as attendance sheets, a completion certificate, a progress report, an online module completion report, a workshop satisfaction report, and a measure of learning achieved.
