Academy · Module 1 · Free
People Management Training: the fundamentals
The foundation every manager is expected to have, but almost no one is taught. Get clear on what managing people actually means before you build everything else on top of it.
- Free, forever
- 7 lessons
- ≈ 40 min
- Beginner to Intermediate
Implementation focus
- 7
- Lessons
- 8
- Videos
- 6
- Knowledge checks
- 20
- Questions
- 1
- Assignment
Why this module
Get the foundation right before everything else
Most management failures are not caused by bad intentions or lack of motivation. They come from the absence of clear people-management standards. When expectations are unclear, you improvise: performance issues stay unaddressed, feedback becomes inconsistent, and responsibility quietly drifts back 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, so the goals, feedback and development that come later have something solid to stand on.
The curriculum
Inside module 1
Welcome to the module
- A reality check on management training
- The tools working managers actually use
Common pitfalls of people management
- The four daily excuses managers make
- The dysfunctional manager types, broken down
Expectations of people management
- The fundamental shift from doer to enabler
- Management vs. leadership, made clear
Performance management
- Setting up a year-round performance system
- Using data to make performance decisions
Learning & development
- Competency-based development
- Your role and duties in developing people
Coaching, mentoring and feedback
- Understanding coaching, mentoring and feedback
- Your duties as a manager when giving feedback
Your manager toolbox
- The tools you keep and reuse
- A summary of your manager responsibilities
What you’ll cover
The standards that hold a manager together
Six foundations, each one a habit you can put to work the same week.
Avoid the four daily management excuses
Most management failures don’t come from a lack of skill, but from avoidance. This section breaks down the four daily excuses managers use to dodge accountability and difficult conversations. You’ll see how these habits quietly undermine performance over time, and how to take ownership instead of deflecting 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 the habits that made you successful can become obstacles, how to step back without losing accountability, and how to measure your success through team results rather than your own output.
Clarify what the company expects from managers
Most organisations promote managers without ever defining what is expected of them. This part helps you identify your specific responsibilities, understand what you’re evaluated on, and separate what you own from what HR supports. The goal is alignment with a clear standard, not personal interpretation.
Own performance and development
Performance and development are not HR tasks you delegate away. This section clarifies your direct responsibility for managing performance and developing your team, and shows how to actively own these areas instead of assuming they’ll happen through process alone.
Coaching, mentoring and feedback fundamentals
Managers often confuse coaching, mentoring and feedback, or apply them inconsistently. This section clarifies the differences, explains when to use each, and shows how structured development conversations build long-term capability rather than just patching the immediate problem.
The manager responsibility matrix
A simple matrix that removes ambiguity from your role. It clarifies ownership across performance, development and people decisions, eliminates overlap with HR, and makes sure you take clear responsibility for your team’s results and growth.
Signature tools
What you walk away with
The manager responsibility matrix
Line up your role with what you’re actually responsible for. Customise the matrix provided and use it as a base for discussion, so you’re clear on what you own before moving to the next steps.
The “Monday Morning Test”
A simple gut check that kills the excuse of “I thought someone else was handling that” and puts clear ownership of your team’s performance and development back where it belongs: with you.
Start by getting the basics right. This module is your manager wake-up call.Simon Carvi
From managers who took it
Applied the same week
“The biggest takeaway was how to manage team interactions and build real individual development plans. Simon explains everything with clear examples and practical strategies you can use in real situations.”
“A clear process for developing my team members. I was struck by how practical and useful the content was, and I now have real confidence applying these management frameworks in my daily work.”
“Exactly what I needed for managing a team. Instead of vague theory, I learned how to set clear goals, give direct feedback and coach with confidence, the kind of thing you can apply right away.”
FAQ
Questions
Do I need prior experience as a manager?
No. This module is built for both new and practising managers, and you can apply the tools to your team right away.
How much time will this module take?
Around 40 minutes, including the assignment. It’s self-paced, so you can do it in one sitting or a few short ones.
Is it really free?
Yes. Every module in the Academy is free, forever. You only pay when you want your co-pilot to help you apply it with your team week to week, or to add a coaching session with a Monday Simon coach.
Do I get coaching support?
The module itself is self-paced. When you want help putting it to work on Monday, your Monday Simon co-pilot is there day to day, and you can book a live coaching session directly.
Learn the framework here. When you have to use it on someone real, you can work that situation through with a coach.
See 1:1 coachingStart People Management Fundamentals free
Every module in the Academy is free, forever. Learn it, then apply it with your team using the co-pilot.
The Academy is free, forever.