Management Onboarding Program
Designed by Managers
So That Yours Will Like It
Designed by Managers
So That Yours Will Like It
15-minutes guide for fast growing companies - ready to apply, science backed, proven by managers and LXD professionals
You've definetely tried a lot.
Some trainings. Maybe a knowledge base. Spent hours answering the same questions. Again. The problem isn't effort. It's that none of those things were built around how managers learn. Especially in a company that's still changing every quarter. That's what this guide is about.
The Guide Gives You:
- What your managers
need right awayNot motivation. Not 100-pages handbook.You'll leave with a clear map where they struggle the most01 - What your managers
will applyNot in the dreams but in the real context of your growing company02 - Where to start on MondayYou will know your first steps. And your managers will03
The Author
Maryna Baltrukevich
Manager, Org Consultant, LXD professional
I was a manager who survived.
I was 26 leading an experienced team. No onboarding at all. No one to tell me what "good" looked like in this role. I made the mistakes, absorbed the pressure, and eventually built something that worked — mostly through trial, error, and a lot of late-night second-guessing.
Later, I built a manager onboarding system for my own company. Then I started helping other fast-growing companies do the same as an LXD professional — teams that were promoting great individual contributors into management and leaving them to survive on instinct.
This guide is what I wish had existed when I started. It's written for the managers who are figuring it out right now — and for the people responsible for making that process less painful.
I was 26 leading an experienced team. No onboarding at all. No one to tell me what "good" looked like in this role. I made the mistakes, absorbed the pressure, and eventually built something that worked — mostly through trial, error, and a lot of late-night second-guessing.
Later, I built a manager onboarding system for my own company. Then I started helping other fast-growing companies do the same as an LXD professional — teams that were promoting great individual contributors into management and leaving them to survive on instinct.
This guide is what I wish had existed when I started. It's written for the managers who are figuring it out right now — and for the people responsible for making that process less painful.
Guide Structure
Part 1. What new managers struggle with
Three patterns that show up in almost every company — and the three needs behind them.
Part 2.
Inefficient practices to get rid of immediately
Inefficient practices to get rid of immediately
You ran a training. Built a knowledge base. Bought a platform. Here's why almost nothing changed — and where the effort went.
Part 3.
What works based on science
What works based on science
The New Manager's Journey Map and its four layers (learning, implementation, reflection, support), with a checklist for your own onboarding.
Part 4. Your first real move
A 30-minute consultation — no homework, no pitch. Just a clear next step that fits your actual team, pace, and resources.
Still any doubts?
- We already have an onboarding processMost onboarding stops at the technical part — access, tools, introductions. This guide is about what comes after: how a new manager actually learns the role, what they need to survive in the new role in the first 30 days
- This won't fit our context.It's a template, not a mandate. Take what fits, adapt the rest — and if you're not sure how, book a consultation. That's what it's for
- 15 minutes? Are you serious?We know your time is the scarcest thing in a growing company. So we didn't add everything that could be useful. We kept only what actually matters.
- Yet another templateYes. But one that changes how people step into their roles.
Get the Guide
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About Educarics
We work with fast-growing companies.
We know what that stage looks like — processes that are alive, messy, and changing faster than any document can capture. We don't come in to fix that. Chaos at this stage isn't a failure. It's a sign something is actually moving.
What we do is help you build a learning system that grows with you — one that develops your people while you're busy developing the business.
We know what that stage looks like — processes that are alive, messy, and changing faster than any document can capture. We don't come in to fix that. Chaos at this stage isn't a failure. It's a sign something is actually moving.
What we do is help you build a learning system that grows with you — one that develops your people while you're busy developing the business.
