Smarter training for new managers
New managers are handed a team, a set of conversations they have never had, and — increasingly — the job of leading people through AI adoption. Vero trains them on both the management fundamentals and the AI-specific parts of the role.
What new managers train on
Role-play sessions cover the conversations that define the first year: giving difficult feedback, delegating without abandoning, addressing underperformance, and running one-to-ones that are worth the time. The AI plays the team member; the manager practises the conversation and gets feedback on approach.
The AI-specific strand covers leading a team through adoption — setting expectations, addressing anxiety about job change, agreeing guardrails, and redesigning work rather than just adding a tool on top of it.
Rehearsal beats a handbook
Management is a performance skill. Reading about feedback does not make the first difficult conversation go well; rehearsing it several times does, which is why the training is conversational and repeatable rather than a document to read.
Proficiency is measured per skill, so an L&D team can see which managers are ready and which still need practice before the next review cycle.
How training is delivered and measured
Every session is a conversation, not a video. Vero explains a concept, works an example, then checks understanding with a question, a scenario, or a role-play — and adapts the next step to the answer. Someone who already knows the material moves quickly; someone who does not gets a second explanation in different terms.
Results roll up against the OneRange skill taxonomy of more than 10,000 skills, so a manager sees measured proficiency per person and per skill instead of a completion percentage. That is the difference between knowing a course was finished and knowing the work can now be done.
- Adaptive sessions that adjust to prior knowledge instead of running a fixed script
- Assessments that measure proficiency against named skills, not course completion
- Analytics that show managers where capability gaps remain across the team
- Training can be grounded in your own documentation, with citations back to the source
Rolling this out for your new managers team
A typical rollout for your new manager team begins with a baseline assessment to pinpoint specific skill gaps in areas like effective feedback or leading AI adoption. We then onboard a first cohort, often 10-15 new managers, who begin their personalized training paths. This initial group provides valuable insights to refine content for subsequent cohorts, ensuring the program is tailored to your organization's specific needs and challenges.
After a few weeks, these managers demonstrate increased confidence in conducting difficult conversations, delegating tasks effectively, and guiding their teams through AI guardrails. They receive real-time, adaptive practice in these core management and AI leadership skills. As the program expands, new managers continuously join, benefiting from a robust training system that measures proficiency and adapts to their evolving roles.
Skills this training builds
- Feedback, delegation, and difficult conversations
- Coaching and mentoring team members
- Leading a team through AI adoption
- Setting team AI guardrails and expectations
- Managing divergent adoption rates across a team
Browse the full Vero AI Catalog or see how the wider OneRange platform assesses, trains, and measures skill across the workforce.
Further reading
Courses for this team
Ready-made courses from the Vero AI Catalog, assignable today.
- Managing AI-Augmented Teams & Workflows — People managers learn to redesign roles and workflows for human-plus-AI teams. The course covers workflow redesign, role evolution, quality and oversight, capacity, and team norms. Learners finish able to reorganize work so people and AI each do what they do best.
- Leading Teams Through AI Adoption — People managers and team leads learn to guide their team through adopting AI in daily work. The course covers setting vision and expectations, redesigning workflows, coaching, addressing fear, and building momentum. Participants finish able to turn AI from a curiosity into a habit on their team.
- Navigating AI Job-Change Anxiety — A candid course for leaders on the human side of AI adoption: acknowledging real change, holding honest role conversations, and building reskilling paths. Learners practice the hard conversations in role-play.
- Building Your Team's AI Policy & Guardrails — Managers and compliance partners learn to create practical AI usage policies and guardrails for teams. The course covers acceptable use, approved tools, data rules, escalation, and ready-to-use templates. Learners finish able to give their team clear, usable rules of the road.
- AI Upskilling Programs: Essentials — Helping Your Team Learn — Learners will be able to get their team learning AI without building a big training program. The course covers finding out what each person already knows, picking one skill per person to work on, and making short practice part of the week. They leave with a simple learning plan for their own team, one line per person.