Help Managers Overcome Fear & Deal with Tough Workplace Situations!
Organizations cannot simply hope that great individual contributors will “figure out” management skills on their own - proactive training is essential to mold competent, confident leaders.
Manager / Supervisor Success Roadmap
What are the real issues new managers, supervisors and leaders face each and every day? How can an organization help them overcome their fears and deal with those tough situations? What can your organization do to quickly and efficiently boost new managers & supervisors into forward motion? Sollah's newest series of powerful training programs helps new managers become confident and competent in order to keep up with customer demands, manage team relationships and achieve bottom-line results!
Developing Core Leadership Skills
Need to develop effective leadership skills? This is the program! Making the leap from peer to boss is never easy. In addition to dramatic change, new managers frequently struggle to balance their old coworker relationships with their new management responsibilities.
Mastering Employment Law Principles & Managing Risk
Managers today are expected to do more than just supervise daily work activity. They are also legally obligated to understand and enforce company employment policies and procedures to reduce the chance of discrimination and lawsuits.
Leading Others Through Everyday Workplace Situations
If we're really honest with ourselves, we understand that leading and managing (even supervising) is not an easy task. There are all sorts of "gotchas" that wait for you in the workplace daily. This programs helps leaders foster better employee connections, communication and community within your organization - all the while working together toward one shared goal or vision.
Mastering Difficult Workplace Conversations
Tackling difficult conversations is hard for just about everyone… especially when it comes to the trickier workplace issues that seem to pop up when you least expect it. Let's T.A.L.K.™ Navigating Difficult Workplace Discussions is designed to assist managers and supervisors in dealing with difficult workplace situations.
Honest Tips on Being the Best Leader
The powerful new program features employees speaking out about what their managers could do to help them be successful. It provides a fantastic look into what employees are really thinking about when it comes to their manager/supervisor relationship.
This management training roadmap addresses real, recurring challenges new managers, supervisors and leaders face: fear, difficult decisions, relationship shifts, legal responsibilities, and navigating complex human dynamics. It's built as a sequence of five interlocking programs, each targeting a key domain of management skill.
The roadmap is not merely a checklist, but a strategic progression. Each component reinforces the others. Leaders who understand legal risks coach better, those who handle difficult conversations do so with more confidence, and so on.
Organizations cannot simply hope that great individual contributors will “figure out” management skills on their own! Proactive training is essential to mold competent, confident leaders.
Why Training Your Managers Really Matters...
Reduces risk and costly failures.
Without training, new managers can make legal missteps (e.g. harassment, discrimination, wrongful termination). The roadmap’s legal component is a guardrail.
Preserves trust, morale, and cohesion.
Untrained managers can fracture teams, erode trust, suppress creativity, and breed disengagement (forcing employees to leave).
Accelerates performance.
Well-trained managers, supervisors and leaders are more effective. They coach better, deliver feedback well, handle conflict, and align their teams to organizational goals.
Supports generational diversity.
As workforces span multiple generations, managers must skillfully bridge differences. The roadmap calls this a strategic, not superficial, issue. Something best handled proactively via training.
Transforms liabilities into strategic advantages.
A manager population trained in soft and legal skills becomes a multiplier. Turning generational tension or diverse mindsets into strengths rather than liabilities.
Aligns expectations.
Using the “I Wish My Manager Would Just…” module encourages alignment between what employees expect and what managers do... closing perception gaps that often undermine engagement.
Key Takeaways
Managers Are the Culture Carriers.
Every workplace culture, positive or toxic, flows directly through managers. Training them intentionally ensures your organization’s values, compliance standards, and communication norms are consistently modeled across all teams.
Transition Support Is Critical.
Moving from “peer” to “boss” is a vulnerable phase. Without guidance, new managers often overcorrect - becoming either too authoritarian or too lenient. Structured onboarding (like Peer Today, Boss Tomorrow™) helps them redefine relationships, set expectations, and earn respect early.
Legal Awareness Prevents Costly Mistakes.
Most compliance failures begin with a manager’s misunderstanding of the law. It’s the Law™ reinforces key employment obligations (harassment, discrimination, retaliation, ADA, FMLA, etc.) so managers act within clear boundaries and protect both people and the organization.
Coaching Is the New Leadership Currency.
Today’s workforce doesn’t respond to command-and-control management. Training managers to coach, via Courage 2 Coach™, cultivates engagement, accountability, and innovation. Coaching shifts performance conversations from criticism to development.
Difficult Conversations Build Trust, Not Fear.
Avoidance of tough discussions leads to resentment and performance issues. Let’s T.A.L.K.™ provides managers with a repeatable framework for handling sensitive issues respectfully... reducing conflict and protecting team cohesion.
Empathy and Listening Drive Retention.
Through I Wish My Manager Would Just…™, managers learn directly from employee feedback. This builds empathy and helps close the gap between leadership perception and employee experience - one of the top predictors of engagement and retention.
Training Isn’t a One-Time Event. It’s a Journey.
The roadmap’s step-by-step design ensures continual growth. Management mastery develops over time through learning, reflection, and practice... not through a single workshop or promotion.
The Bottom Line?
Organizations who invest in structured, progressive training for new (and even seasoned) managers will reap dividends in reduced risk, better culture, improved retention, and stronger performance. It isn’t enough to promote based on technical skills... managerial competence must be built.
