People Management Fundamentals Training
This is the module 1 of the Manager Development Program.
Start by getting the basics right. This people management fundamentals training establishes the core management standards organizations expect from their managers.
Why people management fundamentals matter
PEOPLE MANAGEMENT TRAINING FUNDAMENTALS
Most management failures are not caused by bad intentions or lack of motivation. They are caused by the absence of clear people management standards. When expectations are unclear, managers improvise. Performance issues stay unaddressed, feedback becomes inconsistent, and responsibility quietly shifts to HR.
Management is about enabling others to succeed, not doing all the work yourself. This module sets a clear baseline for what managing people actually means in practice.
Avoid the Four Daily Management Excuses
Most management failures do not come from lack of skill, but from avoidance. This section breaks down the four daily excuses managers use to avoid accountability and difficult conversations. Managers learn how these behaviours quietly undermine performance over time and how to take ownership instead of deflecting responsibility to HR or senior leadership.
Transition from Individual Contributor to People Manager
The shift from doing the work to managing through others is harder than most managers expect. This section explains why past success habits can become obstacles, how to step back without losing accountability, and how to measure success through team results rather than individual contribution.
Clarify What the Company Expects from Managers
Most organisations promote managers without clearly defining expectations. This part of the module helps managers identify their specific responsibilities, understand what they are evaluated on, and distinguish what they own versus what HR supports. The goal is alignment with organisational standards, not personal interpretation.
Manager Ownership of Performance and Development
Performance and development are not HR tasks managers delegate away. We clarify the manager’s direct responsibility in performance management and team development, and explains how to actively own these areas instead of assuming they will happen through processes alone.
Coaching, Mentoring, and Feedback Fundamentals
Managers often confuse coaching, mentoring, and feedback or apply them inconsistently. We clarify the differences, explains when to use each approach, and shows how structured development conversations build long-term capability rather than just fixing immediate issues.
Manager Responsibility Matrice
Providing a matrice to remove ambiguity from the manager role. The Manager Responsibility Matrix clarifies ownership across performance, development, and people decisions, eliminates overlap with HR, and ensures managers take clear responsibility for their team’s results and growth.
Support for Implementation
Questions will come up during implementation. Support is available to help managers adapt the takeaways to their specific work context, validate their understanding, and ensure the expected outputs are applied consistently in practice.
About the People management fundamentals training
This people management fundamentals training is part of the Manager Development Program and focuses on the core responsibilities and mindset shifts managers need to succeed. It clarifies what managing people actually means and why clear management standards matter in organizations.
The training addresses common management mistakes to avoid. Managers complete this module with clarity on their responsibilities, tools to eliminate management excuses, and a solid foundation to build effective management habits that drive results through people.
Objectives of the People Management Fundamentals Training
-
Understand what management actually means
- Learn the fundamental shift from individual contributor to people manager and what changes
- Understand the difference between management responsibilities and leadership behaviors
- Recognise common management pitfalls that derail new managers
-
Recognize the core management responsibilities
- Identify the four daily management excuses and why they damage team performance
- Clarify the manager role in performance management, learning and development, and coaching
- Define clear performance management standards managers are accountable for
People Management fundamentals Module – 35 Minutes
People Management fundamentals
Welcome to the Program
Common Pitfalls of People Management
Expectations of people management
Performance Management
Coaching, Mentoring and feedback
Your Manager toolbox
Quiz
Summary
Pilot before scaling
Requirements
Currently managing people or preparing for a management role. Participant needs to have team members to practice with or be preparing to manage people soon.
Who is it for
New Managers
Future leaders
Managers needing reinforcement
Program Overview >The manager development program
Additional modules part of the manager development program
Program
Module 1 : People Management Fundamentals
7 Lessons
Learn what managing people actually means and avoid the common mistakes that derail managers.
Program
Module 2 : Setting SMART Goals and Objectives
9 Lessons
Replace vague goals with clear objectives that align teams, drive execution, and support performance tracking.
Program
Module 3: Developing team Members for talent retnetion
8 Lessons
Build development plans that create visible growth paths and reduce the risk of losing high-performing employees.
Program
Module 4: Feedback & Coaching conversations
12 Lessons
Learn how to handle feedback conversations with structure and confidence to improve performance without conflict.
Program
Module 5: Performance management in practice
7 Lessons
Apply a performance management process that supports fair evaluations, promotions, and salary decisions.
Program
Module 6: Recruitment in practice
11 Lessons
Run a structured recruitment process that helps managers make better hiring decisions and onboard the right profiles.
