Oh hey there,
I hope your week has been kind!
This week, I've been reflecting on a conversation I had with a client.
“My new GM isn’t stepping up,” he told me.
She’d been in the role three months. First time managing. And suddenly she was expected to:
- Give feedback to people she was mates with last month
- Tackle personal-hygiene conversations (mortifying with or without training)
- Create rotas that keep everyone happy (spoiler: impossible)
- Make daily decisions with zero framework
I asked him:
“How long have you been running bars?”
“Fifteen years.”
“And how much management training has she had?”
Silence.
“Well… none. But neither did I, and I figured it out!”
Over fifteen years. She’s four years into hospitality - and three months ago was on the same level as the team she now manages. And he wonders why she’s struggling?
Here’s the truth: most leaders forget how long it took to get comfortable with the hard stuff. Then they promote someone and expect instant expertise.
That’s why the first 90 days of management matter so much. If you’ve just promoted someone, here’s where to focus your support:
1. Clarity beats confusion
Give them a clear role description and agree what success looks like.
2. Training on the tough stuff
Offer practical tools for feedback, conflict and time management. Don’t leave them to “figure it out.”
3. A safe sounding board
Pair them with a mentor or coach so they can ask the “silly” questions without judgement.
4. Regular check-ins
Don’t just wait for the quarterly review. A weekly 15-min catch-up can make all the difference.
5. Permission to learn
Remind them it’s okay not to know everything - it’s about progress, not perfection.
So maybe your managers aren’t failing.
Maybe you’re failing them.
And if you’re not training them in these areas, then you definitely are.
If you don’t know how to do it, get in touch. That’s exactly what we do.
Enjoy your week!
Cate x
Oh hey there,
I hope your week has been kind!
This week, I've been reflecting on a conversation I had with a client.
“My new GM isn’t stepping up,” he told me.
She’d been in the role three months. First time managing. And suddenly she was expected to:
- Give feedback to people she was mates with last month
- Tackle personal-hygiene conversations (mortifying with or without training)
- Create rotas that keep everyone happy (spoiler: impossible)
- Make daily decisions with zero framework
I asked him:
“How long have you been running bars?”
“Fifteen years.”
“And how much management training has she had?”
Silence.
“Well… none. But neither did I, and I figured it out!”
Over fifteen years. She’s four years into hospitality - and three months ago was on the same level as the team she now manages. And he wonders why she’s struggling?
Here’s the truth: most leaders forget how long it took to get comfortable with the hard stuff. Then they promote someone and expect instant expertise.
That’s why the first 90 days of management matter so much. If you’ve just promoted someone, here’s where to focus your support:
1. Clarity beats confusion
Give them a clear role description and agree what success looks like.
2. Training on the tough stuff
Offer practical tools for feedback, conflict and time management. Don’t leave them to “figure it out.”
3. A safe sounding board
Pair them with a mentor or coach so they can ask the “silly” questions without judgement.
4. Regular check-ins
Don’t just wait for the quarterly review. A weekly 15-min catch-up can make all the difference.
5. Permission to learn
Remind them it’s okay not to know everything - it’s about progress, not perfection.
So maybe your managers aren’t failing.
Maybe you’re failing them.
And if you’re not training them in these areas, then you definitely are.
If you don’t know how to do it, get in touch. That’s exactly what we do.
Enjoy your week!
Cate x
