Think of the last task you handed to someone on your team. What happened?

I handed it over but checked in so often it was still mostly mine

I described the outcome and why it mattered, then let them choose the how

I did it myself because it was faster

I gave a clear brief but never followed up

Look at last week's calendar. How much of your time went to your team (one-on-ones, unblocking, planning) rather than your own individual work?

Team time was whatever was left after my own tasks

A planned share, protected before the week started

The last time your team produced something with a mistake in it, what did you do first?

Asked what happened and corrected it with them

Did that, and also changed something in how we work so it can't recur

Worked out who was at fault and told them

How are your one-on-ones with each direct report actually going?

I don't hold them; we talk when something comes up

They get cancelled when things get busy

Every week or two, with an agenda the report helps set

Regular, but mostly me asking for status updates

When did you last give someone on your team feedback on a specific piece of work, within a few days of it happening?

I can't remember a specific time

Is there a conversation you know you need to have with someone on your team and have been putting off?

Yes, and I'm hoping it resolves itself

No — my last difficult conversation was within days of the problem

Yes, and I keep waiting for the right moment

If you asked each person on your team for their top priority this month, how many would give the answer you would?

I've never asked, and I'd be nervous to

How have you told each person what 'good' looks like in their role?

Through what I praise and correct — they'll figure it out

Written goals we agreed together and review regularly

I said it in a conversation early on

Think of the last decision your team brought to you. How did you handle it?

I decided quickly because that was easier

I asked for their recommendation, then agreed or coached them to a better one

I put it off until it became urgent

When did you last talk with your own manager about how you're doing as a manager — not about the work itself?

In the last month, and it changed something I do

What structured help have you had for the management part of your job?

Nothing — I'm learning by doing

A programme or coach, plus peers I meet with regularly

Books, videos and my own research

The last time someone on your team disagreed with you, how did you react?

I got defensive, then regretted it

I listened but stuck with my plan

I asked them to say more, then changed my view or explained why not

I avoid situations where they would

Which best describes you?

I'm a new manager (under 2 years)

I manage one or more new managers

I'm in HR or L&D, responsible for new managers

I'm a coach or consultant assessing a client

Is Your New Manager Set Up to Win? The New Manager Readiness Scorecard

Most new managers were promoted for being great at the work, then handed a team and no manual. This 12-question scorecard asks what a new manager actually did in the last few weeks — not what they believe about management — across four areas: Role Shift, One-on-Ones & Feedback, Expectations & Clarity and Support & Self-Awareness. You get a score out of 120, a radar chart and the one area to fix first. About 4 minutes.

Best used twice: once by the new manager, once by their own manager, both separately. The gap between the two answers is the most useful finding.

A self-assessment to start a conversation, not a performance review.