Good at the job. New to leading people.
The new job needs its own skills. Your directors name them. We read the jobs your leads run. The difference is the plan.
We ask about your business. No pitch. If we do not see a fit, we say so.
Not ready for a call? Try the Delegation Check.
The role first. Then the person.
We read the job as it is today, and as it will be when your twelve-month plan lands.
Each department names the skills to invest in.
Three to five directors or VPs. We facilitate. They do the naming.
Twelve-month goal: a second site open and running with its own leads.
Night shift. Skills to build in the next six months:
- Decision ownership, so a call does not wait for the day lead.
- Cross-floor read, so the handoff to days holds.
- Difficult conversations, so a problem gets raised on the shift.
Two kinds of work on the floor.
- 01The read. What the job requires on six skills, and what each person shows.
- 02The handoffs, written down. Who decides, when to escalate.
Know what the team needs before you say yes.
Where the team is today. Which jobs need which skills. Where the company can move first. Your directors take that list into the next meeting.
How long does it take to train a new manager?
Months, not weeks, in our experience.
Tell us which team has a date on it.
George Zamora, Co-Founder. 17 years in HR and operations. Lean Six Sigma Black Belt. SHRM-SCP. English and Spanish.