Free Assessment

Is Your Organization Setting New Managers Up to Fail?

Take this 3-minute assessment to uncover hidden gaps in your manager development approach.

ProgressQuestion 1 of 10

When a top performer gets promoted to manager, how much structured transition support do they receive?

None — we assume strong performers will figure it out

Minimal — maybe a mentor or some reading materials

Moderate — a few training sessions in the first 90 days

Comprehensive — structured program addressing the full transition

Does your manager training address the psychological identity shift from "expert doer" to "leader of others"?

No — we focus on tactical skills like delegation and feedback

Somewhat — it's mentioned but not a core focus

Yes — we dedicate meaningful time to mindset shifts

Absolutely — identity transformation is central to our approach

How often do new managers at your company struggle with "letting go" of individual contributor work?

Constantly — most new managers keep doing their old job

Often — it's a common struggle we see regularly

Sometimes — happens but most work through it

Rarely — our managers transition smoothly to leading

What typically happens when a new manager struggles in their first year?

They're often moved out of management or leave the company

They struggle quietly — we notice when team members start leaving

We provide additional coaching and support as needed

We catch struggles early through proactive check-ins and intervene quickly

How would you rate team member engagement scores under first-time managers compared to experienced managers?

Significantly lower — it's a noticeable gap

Somewhat lower — we see a dip but it varies

About the same — no major difference

We don't measure this / I'm not sure

Do new managers receive support in navigating relationships with former peers who are now direct reports?

No — they're expected to figure out the social dynamics on their own

Informally — their manager might offer advice if asked

Somewhat — it's covered briefly in our training

Yes — we specifically coach on peer-to-boss relationship transitions

How confident are your new managers in having difficult conversations (performance issues, conflict, etc.)?

Not confident — most avoid or delay these conversations

Somewhat confident — they try but often escalate to HR

Fairly confident — most can handle routine difficult conversations

Very confident — they're well-prepared for these situations

How does your organization help new managers redefine what "success" looks like in their new role?

We don't — success metrics stay largely the same

Vaguely — we mention "team outcomes" but don't make it concrete

Somewhat — we update their goals to include team metrics

Thoroughly — we help them build a new identity around team success

What's the average tenure of employees on teams led by first-time managers at your organization?

Noticeably shorter — we see higher turnover on these teams

Somewhat shorter — there's a small but real difference

About the same as other teams

We don't track this data

Overall, how would you rate your organization's approach to developing first-time managers?

We're not doing much — it's a known gap

We have basics in place but know we could do more

We have a solid program but there's room for improvement

We're confident in our manager development approach

Your Score

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Key Insights From Your Assessment

The Root Cause Most Organizations Miss

Your assessment reveals gaps that typical manager training can't fix. That's because most programs focus on skills — delegation, feedback, 1:1s — while ignoring the real issue: identity disruption.

When a top performer becomes a manager, they don't just need new skills. They need to fundamentally rewire how they see themselves, what "success" means, and where they get their sense of value.

The 4 Shifts Framework™ addresses this identity transformation directly — which is why it produces results that skill-based training can't match.

Get Your Personalized Action Plan

Based on your assessment results, I'll send you specific recommendations for addressing your organization's manager development gaps.

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You'll also get access to our guide: "The 4 Identity Shifts Every New Manager Must Make"

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