Jared Langley, leadership coach for new managers

For new managers, months one through six

You got the team.
Now what.

90 days of 1:1 coaching for new managers in the first 3 to 6 months of the role. The window where your habits as a leader get set, mostly by accident. We set them on purpose.

Book a discovery call Take the Vibe Check first

iPEC Certified

I've led a team through this exact window

90 days, 1:1, async between sessions

L&D budget eligible

30-day money-back guarantee

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The Shift

What changes the day you get the title.

Being a manager is not a bigger version of being great at your job. It is a different job. The old reflexes work against you. The new ones nobody trained you for.

Doing the work yourself

Getting it done through others

Owning your own results

Owning the team's

Being the best in the room

Making everyone in the room better

Having the answers

Asking the questions that matter

Where new managers break

Three patterns I see in almost every first session.

If two of these are familiar, you're in the window. If all three are, you've been in it longer than you want to admit.

You stopped owning your calendar.

The invites landed in week one and you said yes to all of them. Three weeks in, your week is built by other people, and the work that's actually on your scorecard is what gets sacrificed.

You're avoiding the hard conversation.

You can see the work slipping. You noticed the energy shift in last week's one-on-one. You haven't said anything yet, because saying something means having a conversation you've never had from this side of the table.

You're the hero of every story.

Someone on your team hits a blocker, you jump in. A deadline slips, you do the work yourself over the weekend. Every hour you spend doing someone else's job is an hour you aren't building the team, the systems, and the clarity only you can build.

82_%

of the time, companies pick the wrong person for management. Most new managers are doing a job they were never set up for. The pattern is structural, not personal.Gallup, State of the American Manager

The Foundation, in 90 days

Three months. Three cycles. One real change you can point at.

Month 01 / Diagnose

Find the leaks in your week.

We map the calendar, the team, the boss, and the work. What is burning you out. What is hiding in your inbox. The conversations you have been avoiding for longer than you want to admit.

Calendar audit and team map
Stakeholder read on your boss, your team, your peers
The honest list of what's actually getting dropped

Month 02 / Install

Build the operating system.

One-on-ones that develop your people instead of just checking status. Delegation that doesn't take the work back. A feedback muscle that holds up under a rough month. The mechanics you wish your last manager had.

One-on-one cadence and template
Delegation and priorities you can defend to your boss
The hard-conversation script you'll actually use

Month 03 / Integrate

Run it without me.

You're working the new system live, against real weeks with a real team. I pressure-test, you adjust. By the end, the habits are yours, the Foundation document is written, and the manager you become is one you actually chose.

Live coaching on the situations you're actually in
Executive presence and cross-functional pull
Your written Foundation, yours to keep

About Jared

I was a BDR manager who didn't know the rules had changed.

Day one I had reps looking to me for answers I didn't have. I started small. Tiny, actionable things my team could test inside a week, while I learned the terrain. The sweeping changes came later, after my feet were on the ground. Most new managers I coach are sitting in some version of the same moment.

The Foundation is built for that window. The first 3 to 6 months, before the bad habits set. While the job is still being shaped.

iPEC Certified Coach (CPC) Certified Meditation Coach, LIBERATE by Sura Flow Former BDR Manager Writer, Groundwork

By day 90, you have

Not theory. A system you can run on a Tuesday.

Coaching that doesn't show up in how your team runs is coaching that didn't work. Here is what the work produces, in the language of the job you actually do.

A one-on-one your team doesn't dread.

Structured, coaching-led, and short enough that nobody is hiding from it. The status update belongs somewhere else and you know where.

Priorities you can defend to your boss.

What your team is doing, why, and what you said no to. Backed by what you actually saw, not what you hope. No padding. No surprises in the review.

A feedback muscle that holds under pressure.

Direct, specific, respectful, on time. The hard conversation you used to put off for a week, you have on Tuesday afternoon.

A calendar that belongs to you again.

Block-out time you defend without flinching. Meetings you canceled. A weekly rhythm that survives a bad quarter and a busy month.

Executive presence that doesn't perform.

Showing up in leadership meetings and exec syncs like a peer, not the newest person in the room. Trust that builds toward the next role on its own.

The written Foundation, yours to keep.

Who you are as a leader. Where you're going. The mindset that holds it all together. One document, built with you, kept by you.

What clients say

The work, in their words.

“

I walk into meetings differently now

Jared helped me slow down in moments when I'd normally rush to fix things, and trust my instincts about what people actually needed to hear and quiet the internal second-guessing. He also pushed me to acknowledge wins out loud, something I used to breeze past in favor of the next crisis or action we had to do. I walk into meetings differently now, with clarity and trust that regardless of what's happening in the moment, I will figure a way out.

Chief of Staff

Series D, VC-backed tech company · $3B valuation

“

Grounded and supported

I had just started a new job during a busy season and the extra stress was piling up. Jared was really good at asking questions and understanding the core of what I was struggling with. He guided me toward a plan and shared a guided meditation to help. After the session, I felt more grounded and supported.

Ilgin K.

Communications Manager

“

A stronger sense of purpose

When I first went to Jared, I was feeling burned out from my sales career, especially after everything that happened during COVID. I thought I was going to him for professional help, but what I received went much deeper. Jared helped me slow down, look at myself honestly, and rebuild my confidence. What made his coaching life changing was that it impacted every part of my life. I went in looking for help with burnout and direction, but I walked away with a stronger sense of purpose and a better understanding of the person I wanted to become.

Diego C.

Founder · Sales Professional

The Framework

The Foundation, three pillars wide.

Presence

Showing up in the one-on-one, the skip-level, the exec sync. Listening to what your teammate actually said, not what you wanted them to say. Being in the room you're in.

Performance

Doing the work that matters, with intention behind the effort. Coaching your people to their goals. Building the team's results, not just protecting your own. The discipline that turns a good month into a habit.

Integrity

You're a partner, a parent, a leader, a person. The job is intense. The work is sustainable when you build it into a life that holds, instead of one that buckles every March and September.

Investment

$2,400 for 90 days.

Here is the part most new managers don't know. Your company probably has money for this. L&D budgets, professional development stipends, and manager-training funds cover 1:1 coaching all the time. Ask. If the answer is no, payment plans make it workable on your own.

The Foundation, 1:1

^$2,400

One-time, 90 days of 1:1 coaching. Or $800/mo × 3 months. No interest.

Weekly 1:1 coaching sessions across the 90 days
Async support between sessions, text, voice memo, or email, same business-day reply
Your written Foundation document, built with you and yours to keep
Reading and practice tailored to what's in your way
A Day 45 midpoint recalibration, written up for you
Company sponsoring? I'll invoice your employer directly and give you the one-paragraph approval email to send your manager

30-day money-back guarantee

Book a discovery call

Common questions

Things new managers ask before they book.

Can my company pay for this? +

Very often, yes. If your company has an L&D budget, a professional development stipend, or any kind of manager-training fund, 1:1 leadership coaching is exactly what that money is for. New-manager development is one of the easiest approvals there is. I invoice your employer directly, and I'll give you a short approval email you can send your manager as-is. Ask before you assume the answer is no.

What if my company says no? +

Then the investment is yours to make, and plenty of my clients make it. $800 a month for three months, no interest. If it would meaningfully strain your household, the Vibe Check is a free place to start.

I still have my own work on my plate. Does this fit? +

Yes. Most new managers are doing the job and leading the team at the same time for at least the first year. The work shifts to making that split sustainable, so neither side resents the other.

How is this different from a management training course? +

Training teaches you a method. Coaching helps you become the kind of leader who can use any method. We'll work on you, not just your tactics. The frameworks are great. They don't replace the work of becoming a manager people actually want to work for.

I'm eight months in. Am I past the window? +

No. The first months are when most patterns get set, and most of them get set by accident. Eight months in, or two years in, is a great time to look at what's working, what's a habit you didn't choose, and what the next twelve months need to look like.

I want the next promotion. Will this get me there? +

Coaching doesn't promote you. Your boss does. What coaching does is help you become someone your boss wants to bet on, with a track record that makes the bet easy. That's the only path I know that holds.

What if it turns out I don't want to manage at all? +

That's a real, valid outcome. I'd rather you choose the individual path than burn out pretending you love management. We'll get you to the answer either way, and to a way to have the conversation with your leadership.

What does the first call look like? +

Thirty minutes. No pitch deck. You tell me where you are and what's getting in the way. I tell you whether this is the right fit and the right timing. If it isn't, I'll point you to what is.

You got the team.Now what.