FRONTLINE & EMERGING LEADERS PROGRAM
Most new managers are promoted for being great at the job, then left to sink or swim as leaders. The trial-by-fire phase costs you in burnout, turnover, and results that quietly slip. This program ends it.
60%
of new managers fail within their first two years in the role.
1 in 2
U.S. adults have left a job to get away from a manager at some point in their career.
70%
of the variance in team engagement scores is attributable to managers across business units.
Sources: HR Dive, citing Gartner (60%); Gallup (1 in 2); Gallup (70%).
The real question
Who is preparing your next leaders before the title change?
WHAT THE PROGRAM INCLUDES
Assessment-driven development, cohort learning, and 1:1 coaching combine into a program that builds the identity, skills, and systems new managers need before the pressure of the role undermines results.
The promotion is the easy part. Everything after it is the job.
Four practical pathways
Give every leader precise language for their natural talents and how to channel them under pressure.
Turn strengths insight into delegation, feedback, and one-on-one conversations that actually land.
A cohort-based leadership coaching program that builds identity, skills, and systems before the title change.
Diagnose the invisible dynamics slowing your team down and replace them with habits that sustain performance.
WHY SINK OR SWIM FAILS
Mavenyx dismantles the trial-by-fire phase, arming new leaders with the backbone, skills, and support they need before the pressure of the role undermines results.
01 / The promotion gap
Most new managers are promoted for individual performance, then handed a team with no training in delegation, feedback, or conflict. The skills that earned the promotion are not the skills the role demands, and nobody tells them that until something breaks.
The promotion is the easy part. Everything after it is the job.
02 / The burnout pattern
Sink or swim sounds like a filter, but it is really a cost center. New managers absorb pressure from above and below, work longer hours to compensate for missing skills, and quietly disengage. The company pays in turnover, rework, and teams that stall.
Burnout is not a resilience problem. It is a preparation problem.
03 / The retention payoff
When frontline leaders know how to coach, delegate, and recognize the people on their team, engagement rises and regrettable exits drop. Developing your managers is the highest-leverage retention investment most companies never make.
Your managers are your retention strategy.
WHO THIS IS FOR
New and frontline managers leading their first teams
High-potential individual contributors preparing to step up
HR and people leaders building a leadership bench
Organizations tired of losing good people to bad management
"Without a doubt, Erika is one of the most poised, diligent, and organized leaders I've ever had the pleasure to work with. She leads by example and raises the bar of excellence, encouraging those around her to set higher goals and accomplish them. Erika is a true asset to our organization."
NOT GENERIC LEADERSHIP TRAINING
If your next leaders need more than a title and good luck, the next step is a focused conversation.
