Stepping into management for the first time can be a defining career transition and today’s leading employers are giving new managers much more than a one-time training session and a title change. This year’s programs range from formal leadership academies and self-paced digital universities to peer mentorship, executive roundtables, and practical resources for navigating feedback, delegation, and team development. Beyond onboarding, companies are building ongoing support through manager communities, regular check-ins, skill-building workshops, and clear growth pathways that help first-time leaders keep learning as their responsibilities evolve. We asked organizations across industries to share how they prepare and support new managers, from the programs and resources they provide at the start to the ongoing guidance that helps them grow into confident, effective leaders. Discover what their approaches look like in practice below.
What kinds of specific programs, training, or resources do you provide to help first-time managers succeed in their new roles?
At LexisNexis Legal & Professional, we treat manager development as a continuous journey, not a single event. As part of RELX, our managers are supported by three connected frameworks: RELX Leadership Excellence (the leadership behaviors we expect of all employees, not just people managers), Manager CORE (how people managers lead through Confidence, Objectivity, Respect, and Empowerment), and Enabling Performance (how managers put those behaviors into practice throughout the year, from goal setting to coaching to performance reviews). Together they give every new manager a clear, consistent picture of what great leadership looks like here.
New managers start with our Onboarding Journey, a guided introduction to what it means to lead people here. Early on, they’re pointed to Manager CORE Light, a self-paced primer on our CORE People Management Standard that connects day-to-day expectations to our broader leadership culture, so they come into live training already grounded in the fundamentals.
From there, managers take part in Manager CORE, our flagship one-day, in-person or virtual learning experience. It builds the foundational capabilities expected of every people manager and offers practical guidance for the moments that matter most across the employee journey: onboarding, coaching, performance conversations, development, and employee transitions.
With that foundation in place, managers gain access to a broader learning portfolio to deepen specific management skills. This includes CORE Deep Dive sessions on skills such as feedback, objective setting, interviewing, and effective conversations. Alongside those sit interactive and self-paced learning, a rich library of digital tools and resources, and curated on-demand courses mapped to each stage of the employee journey, all available whenever managers need them.
What ongoing support do you provide to first-time managers and leaders beyond initial training, and how do you help them continue to grow?
We know real learning happens on the job, so support doesn’t stop when training ends. Managers have access to a growing collection of digital tools, conversation guides, and practical resources designed for everyday leadership moments, especially those tied to the Enabling Performance cycle. We also offer an ‘always-on’ AI-powered coach for People Managers, providing real-time guidance on common management questions and scenarios.
As managers gain experience and take on broader responsibilities, the pathway keeps going. We have enterprise and business-specific programs that meet managers at their stage, matching where they are and where they want to lead next, helping them grow from confident people leaders into enterprise leaders. They include the Senior Leader Development Program, Leadership Development Planning, the Management Development Program, and the Commercial Leadership Academy. It’s a deliberate, connected pathway that builds their capabilities to lead increasingly complex teams, functions, and company-wide initiatives, so a first management role at LexisNexis can grow into a long and rewarding leadership career.
Check out LexisNexis Risk Solutions’ careers page here!
What kinds of specific programs, training, or resources do you provide to help first-time managers succeed in their new roles?
Beacon Hill offers comprehensive training through our in-house university and additional support from our Learning & Development team. These programs cover leadership fundamentals, communication strategies and team management skills, equipping new managers with the tools they need to succeed.
What ongoing support do you provide to first-time managers and leaders beyond initial training, and how do you help them continue to grow?
Beyond initial training, we provide continuous access to coaching, mentorship and advanced leadership workshops. Our L&D team is always available to guide managers through challenges and help them develop new skills, ensuring long-term growth and success.
Check out Beacon Hill’s careers page here!
What kinds of specific programs, training, or resources do you provide to help first-time managers succeed in their new roles?
We know that moving from peer to leader is one of the toughest transitions in a career, so we’ve built support that starts on day one. Every new leader at symplr is enrolled in a tailored, self-paced training course through our internal university, giving them the flexibility to build core management skills at their own pace while still on the job.
But we don’t stop at training modules. New managers also gain access to our Manager Hub, a centralized resource where leaders can find tools and guidance for the practical, day-to-day side of the role. This includes everything from performance management to enablement resources. It’s designed to meet leaders in the moment.
Together, these resources give first-time managers both the foundational knowledge and the just-in-time support they need to lead with confidence from the start.
What ongoing support do you provide to first-time managers and leaders beyond initial training, and how do you help them continue to grow?
Leadership development is an ongoing investment, and new leaders aren’t navigating it alone. Our senior leaders stay closely involved, offering mentorship as managers find their footing in their new roles, and our dedicated HRBP team provides continued support to help leaders work through challenges as they arise.
All of our leaders can also participate in Leadership Huddles, which are dedicated sessions where they sharpen critical skills, connect with peers and senior leaders, and get informal mentorship on topics ranging from having courageous conversations to leading in the age of AI. These huddles are built to:
• Spark fresh thinking on leadership challenges.
• Share relevant strategies and real-time insights.
• Strengthen community across teams and functions.
In 2025, we took this a step further with the launch of LeaderShift, a leadership development track for current managers and future leaders alike. LeaderShift builds real, everyday leadership skills, strengthens cross-team connections, and creates a space where growth feels both supported and achievable. Participants dive into managing change, strategic decision-making, collaboration, conflict resolution, talent development, and communication, along with dedicated time to reflect on their own leadership style.
These ongoing programs ensure that leadership growth at symplr is a continuous journey backed by community, mentorship, and real skill-building.
Check out symplr’s careers page here!
What kinds of specific programs, training, or resources do you provide to help first-time managers succeed in their new roles?
Becoming a first-time manager is a significant transition, and because that transition looks different for each person, Esri takes a more customized approach to new manager training. New managers have ongoing access to learning experiences, resources, coaching, consulting, and team development support that can meet them where they are and help them build confidence in their new role. For first-time managers, this support focuses on practical skills they need right away, including coaching and developing employees, building trust, communicating clearly, leading team meetings, navigating change, managing performance, setting expectations, and supporting employee growth.
What ongoing support do you provide to first-time managers and leaders beyond initial training, and how do you help them continue to grow?
For long-term growth, new managers have access to professional development resources, planning resources, and guidance through internal learning and leadership development channels. They also learn from experienced colleagues through mentoring relationships, collaborative learning opportunities, workshops, leadership communities, and team-based experiences. These connections provide perspective and help new managers to keep building skills that are practical, relevant, and grounded in the work they are doing.