A lecture for organisations · 90 minutes · On site / Online
Leadership and Management Skills for New Managers
You promoted your strongest professional, and now the team has a manager who is still doing the work personally after everyone else has gone home. Management is a separate job, and nobody handed them the manual for it. This lecture is built for the first period in the chair, when a new manager is suddenly leading people who were peers last month, avoiding the feedback conversation, and becoming the bottleneck they were promoted to remove. Alex Slutsker, a business consultant, keeps it on what the manager says and does on Monday morning.
The content is matched in advance to your audience and goals on a short fitting call.
- Duration
- 90 minutes
- Format
- On site · Online
- Built for
- New managers
What your audience takes away
- ▸Hand over work properly instead of becoming the bottleneck your team waits on.
- ▸Open a feedback conversation with a friend who is now your report.
- ▸Set expectations with someone older and more experienced than you without apologising.
- ▸Redraw your own job so leading people replaces doing the work yourself.
- ▸Follow up on delegated work when part of the team is remote.
Who this lecture is for
Written for HR and learning managers in mid and large companies opening a manager development track, and for organisational development units buying a single session rather than a full in house programme. It is equally aimed at the buyer this market ignores, the owner or chief executive of a smaller business who has just promoted their first team leads and has no HR department standing behind them. It also fits management forums, annual management conferences, and public sector and health fund HR units running manager cohorts.
Who delivers the lecture
Alexander Slutsker
Business consultant, entrepreneur and founder of Mobius Business Solutions
- ✓14 years of entrepreneurship and consulting, dozens of businesses and managers accompanied in Israel
- ✓MBA in Hi-Tech and Entrepreneurship
- ✓BBA in Marketing and Finance
What organisers say
Alexander's lecture is simply a must for every pre-army programme or youth centre. Our young people received an amazing, practical toolbox for adult life. The content is delivered in a fascinating way, at eye level.
How booking works
- 1
Get in touch
Send a WhatsApp message or use the form, with the date, the audience and the setting.
- 2
A short fitting call
On the call the content and examples are matched to your audience and goals.
- 3
The lecture is delivered
On site or online, 90 minutes, questions from the room included.
Worked with
- Google for Startups
- הבית לעסקים של עיריית שדרות
- Microsoft Reactor
- GameReady
- SderoTech
- IUCEL
- Resilience & Health Innovation Hub
- International Resilience Institute of Sderot
Want this lecture at your organisation?
Send a message with the date and the audience, and a short fitting call matches the content to your organisation.
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Frequently asked questions
Our new managers were promoted because they were the best professionals on the team. Will the session imply they were wrong to keep doing the work?
The opposite. Being excellent at the craft is the reason they were chosen, and that is said plainly. What changes is where their output now comes from. The pull back toward hands on work is treated as a predictable reflex rather than a character flaw, which is what makes managers willing to admit to it in the room.
How do you handle a manager who now leads people who were her friends and peers last month?
That situation sits at the centre of the session rather than in a footnote. The awkwardness does not get solved by pretending the friendship never existed, or by over correcting into cold distance. The work is on naming the change out loud with the person, and deciding where the line now sits on information, favours and criticism.
Several of our managers lead people who are older and far more experienced than they are. Is that addressed?
Yes. A young manager leading a veteran is common in Israeli companies and it fails in a specific way, the manager either avoids giving direction at all or overplays authority to compensate. The session works on setting expectations with an experienced report while genuinely drawing on that experience, which is usually what the veteran wanted in the first place.
We are a small company with no HR function and no formal review cycle. Is this still relevant?
It is aimed at exactly that reality. Most management content quietly assumes a review system, a career ladder and an HR partner in the background. Here the assumption is a manager with a handful of people, no process to lean on, and decisions that have to be made in conversation rather than through a form.
How is this different from manager development programmes that run for many sessions, and when should we buy those instead?
A long programme reshapes how a manager thinks over months, and nothing shorter can claim that honestly. What a single session can do is give a cohort shared language and a few concrete moves for the situations in front of them right now. If your managers are already inside a structured track, this works better as a sharp addition to it than as a replacement for it.
Part of the audience is experienced and part is new. Will it work?
Yes. The depth is set in advance on the fitting call, examples are matched to the sector, and the base assumes no prior knowledge. Audience questions give the experienced their room too.