New leader? Congratulations -
The rules just changed.
I help new leaders and the companies behind them figure out which instincts to retire and what to build instead.
Who Is This For?
New Managers
You used to be the one with the answers. Now you're the bottleneck — and you can feel it. The team's waiting on you, your calendar is broken, and at 3am you're wondering if you were the wrong choice.
HR & leadership teams
You promoted your strongest performer. Six months in, their team is disengaged, two of your best people are updating their resumes, and you are being asked what the leadership investment was supposed to deliver.
The habits a new manager builds in their first year stick. What gets normalized now becomes their leadership style — and the longer it goes unaddressed, the harder it is to course-correct.
Poor management is the most expensive people problem most organizations never track,because the damage shows up everywhere except the line item that caused it.
The Cost of Getting Management Wrong
60%
of new managers fail within their first 24 months
(CEB/Gartner)
70%
of the variance in team engagement is attributable to the manager
(Gallup)
75%
of voluntary departures cite the manager as the reason, not the role
(Gallup)
85%
of new people managers receive no formal training before stepping into role
(McKinsey)
This isn't a cost the programme creates. It's a cost that's already running—and it's exactly why manager training in Canada is shifting from a "nice to have" to a retention strategy.
Why this Works When Other Training Doesn’t
Most leadership training is built around inspiration. A full day, a binder, a head full of frameworks— and then Monday arrives and nothing has changed.
Here's why: the gap isn't information. New managers don't need more concepts. They need to stop the behaviours that are quietly breaking their teams and replace them with new ones — while doing the actual job, with their actual team, in real time.
That's the difference between a one-day workshop and a real manager training program. It can't be done in a day. It can't be done in theory. And it can't be done alone.
The Four Things That Make This Different
Angela Hassall
20 years. 300+ managers trained. Certified Situational Leadership® Facilitator.
Real work, not role play
Every session uses your actual team, your real decisions, and the situations you're navigating right now. No hypothetical scenarios from another industry.
Spaced learning with application
Six sessions across six weeks means skills are built, applied, reflected on, and refined. Structured challenges between sessions embed the learning in the real job.
Cohort accountability
Participants learn alongside peers at the same transition point. They challenge each other, share what's working, and hold each other accountable. The cohort becomes a network that outlasts the programme.
Immediately usable frameworks
Every concept has a named framework, a practical tool, and a script. Managers leave each session with something concrete to use that week — not insights to file away.