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of new managers receive no formal training
Source: Gartner
of new managers fail within 24 months
Source: CEB/Gartner
of team engagement is tied to the manager
Source: Gallup
The promotion feels like a win until the first hard week arrives. One day you are the reliable individual contributor. The next day you are setting priorities, handling conflict, giving feedback, and leading people who used to be your peers.
Without training, new managers rely on personality and guesswork. That leads to mixed messages, delayed accountability, and too much time spent putting out fires instead of building a healthy team rhythm.
Most companies respond with a binder, a few articles, or a long list of videos. None of that helps much when a new manager has to run a tense one-on-one at 2 p.m. and still keep the team moving by 3 p.m.
Thrive starts with the skills first-time managers need most: expectation setting, feedback, delegation, and difficult conversations. The live cohort format lets them ask questions they would never ask in a self-serve course.
Coach Taylor helps managers prepare for real meetings, not just think about them in theory. That matters when someone needs help with a missed deadline, a peer dynamic, or a trust problem this week.
Instead of reinventing onboarding for each promotion, SMBs get a clear manager development path they can run again and again. Deployment is fast, so the gap between promotion and support gets much smaller.
Results that matter
Live, facilitated sessions your managers will actually complete
Start by getting clear on a few core skills: goal setting, feedback, delegation, and one-on-ones. The best support gives you live practice and coaching so you can use those skills immediately.
Yes. Gartner data widely cited in management reporting says most new managers receive no formal training. That is why many first-time managers feel overwhelmed early.
Short live sessions plus between-session coaching tend to work better than long self-paced libraries. New managers need a place to test language, ask questions, and adjust based on real situations.
Choose a program that deploys quickly, provides live facilitation, and includes coaching support. Thrive is built for companies that need manager development without hiring a full L&D leader.
Managers usually feel the difference quickly because the skills are immediately useful. Teams notice faster follow-through, clearer expectations, and better one-on-one conversations early in the process.