feedback and review of the action plan. The coach will help focus the new manager, provide motivation and immediate feedback to the day-to-day realities of the position. Be aware of environments that reinforce bad habits. For example, if a coach comes to meetings late or cancels meetings because they are too busy it sends a negative message about the importance of punctuality and the value placed on employee development. Unexpectedly the training relationship could undermine the behaviors and lessons targeted for the first-time manager. Reinforce Learning Combine coaching with opportunities to reinforce learning. A few weeks or months after instruction on a specific topic, such as delegating, set a time to review the lessons and their practical uses. This can take the form of a roundtable discussion, an additional practice session or a set of questions that quizzes the manager on what they have learned. Constant feedback is key at all stages. Don't let learning opportunities slip by. Evaluate how situations are handled immediately. Use a crisis as an opportunity to discuss how the situation was handled, what was successful and how can we improve in the future. Real-time feedback is extremely powerful to develop the skills of a focused manager, and it gives the individual the necessary encouragement and feedback to develop skills without learning through trial and error. Formal Training Programs Combining your internal management development program with external training programs is an excellent option to extend your new manager's learning experience. There are a variety of learning