For the boss or HR partner of someone managing people for the first time, from their first Monday to the end of their first year. Send it a phase at a time: the first ninety days a week at a time, then a step a month, with their own week counted four times so you both see the job change. Start with the briefing written for you.
Start here
Read the briefing first: what to send when, and the four check-ins to book. Then send the day-one lesson, their first year on one page, before their first conversation with anyone on their team.
The first year
The year a phase at a time. Each phase holds its steps in the order they happen and ends on the page you ask to see. Add a phase whole and send it at its start, or add the whole year at once.
Land
Weeks one and two: meeting each person, asking their boss what they will be judged on, watching the work before changing it, counting their week, and reading which team they inherited.
Set the rhythm
Weeks three to six: one-on-ones that stay useful, the standard for the work, their first real handover, and their first monthly note to their boss.
Lead
Weeks seven to twelve: the first hard feedback, the first hard decision, the peers they now lead, and their ninety-day review.
Grow into it
Months four to twelve: who they talk to now, what their team says about them, the pull of the old job, and their first year reviewed.
When it comes up
Reference to send one at a time, the week it happens: someone on their team struggling, their first hire, their first performance reviews, and a resignation.
Your side of the reviews
For you, in week eleven and month twelve: what to read before the ninety-day and one-year reviews, and the one decision each hour ends with.
