{"type":"rich","version":"1.0","provider_name":"Transistor","provider_url":"https://transistor.fm","author_name":"Lead the People","title":"#125: Why Most New Managers Struggle (and how to set them up for success) with Ashley Herd","html":"","width":"100%","height":180,"duration":1761,"description":"Ashley Herd is the founder of Manager Method, a business focused on empowering managers with practical tools to lead effectively. With a background as a General Counsel and Head of HR, Ashley has a unique perspective on balancing legal considerations with people management. She's passionate about making leadership development accessible and impactful, helping managers create positive ripple effects within their teams.\nTop 3 Takeaways\n\nKnow Why. Most managers fail because they lack basic people skills training, not because they're bad people. Organizations too often promote top performers without teaching them how to manage different personalities.\nSend Help. HR teams want to provide manager training but they lack capacity, not capability. They're stretched thin with compliance work and need scalable, ready-to-use training resources.\nJoin Forces. The best management training comes from internal leaders partnered with external speakers. Combining expert content with internal context creates the most impactful learning experience.\n\nFrom Our Sponsor\nThe Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.\nFrom the Source\n\"The problem that I've seen is that people don't get training on the skillset that it is to manage all of these different personalities. You may actively avoid [poor performers] or you just don't work with them as much because you are put on high potential projects.\"\n\"What I...","thumbnail_url":"https://img.transistorcdn.com/gBXaSS69Fbpxgl9x7Oa1OVHc62HSffiZspToCexfb7k/rs:fill:0:0:1/w:400/h:400/q:60/mb:500000/aHR0cHM6Ly9pbWct/dXBsb2FkLXByb2R1/Y3Rpb24udHJhbnNp/c3Rvci5mbS8xYmM0/OGUyYTE3ZTcwZDlm/ZWM4YmM3YzI0MWUx/MGZkOC5wbmc.webp","thumbnail_width":300,"thumbnail_height":300}