a top-performing manager that has been promoted or moved on. Leverage the assessment to identify how the new manager will carve out their own style, successes and relationship with their staff. A fresh face provides the opportunity to bring in new perspectives and ideas; don't let the past limit the potential development of a new manager. Implement an action plan Setting goals gives the program focus, and allows the manager and the executive team to track and measure results. Draw up an action plan that combines both corporate and personal goals that can be readily incorporated into tangible drivers and metrics for the new manager. The action plan is the key for on-the-job training to handle the many skills a first-time manager must develop. Different skills such as delegating, coaching and setting team objectives are all key areas that should be incorporated into the action plan. In developing the action plan, incorporate plenty of opportunities for practice. Role-playing, simulations and application of a skill to the manager's work environment are all vital techniques of learning. Coaching & Development Coaching can help new managers develop a personal style, recognize and clarify the actual issues they face on a day-to-day basis, and focus on real-life examples. Mentor the new manager with an experienced manager or an executive, preferably outside of the manager's direct hierarchy. Coaching works best when meetings occur regularly; schedule the meetings on a weekly or bi-weekly basis to ensure consistency and adequate knowledge transfer. The meetings should combine regular