One definition of what each manager level requires. Juno runs the journey around it, from the first development plan to the next promotion, and takes the proof from the people those managers lead.
4.7 / 5G2
New manager: first 90 days
Team lead
Steps: 3 of 5Due: Day 90
Trusted by teams at
The programme ran, the slides were good, and the first 1:1 after it was improvised again.
How it works
1Trigger & Signal
2Knowledge Design
Your LLM + Juno MCP
Jemma drafts her first plan3Delivery & Adoption
4Measure
Her team, asked before and afterManager journeys
An engineer is promoted to team lead on a Friday; her record changes, the journey for her level starts, and the content, the live sessions, the 1:1s and the feedback that used to live in four tools arrive as steps with dates.
Juno prepares the conversation. She runs it.
Dana was promoted to team lead on Friday. Set up her first 90 days, her 1:1s and a first development plan.
Day 1 of 90New manager: first 90 daysThe record changes, the journey starts, with the delay you choose.
New manager, manager of managers, senior leader, each with its own standard.
A promotion wave runs together, with its live sessions.
The workshop sits in the journey with its date, materials and follow-up.
Each 1:1 and check-in is a step with its date and the framework attached, so she is not improvising.
The survey after the programme is the last step, not a separate tool.
AI across the cycle
The blank page is where manager development stalls, especially for a new manager writing her first development plan.
My Goals
Development plan: team lead
Completed 0 / 3 Steps
The development plan drafted from the level's standard and the person's gaps, for the manager to edit and own.
Prepare this 1:1, write this feedback, launch this cohort, from the assistant your managers already use.
The prompt reads the level definition and the person's record, not a generic template.
Every write action shows an approval card; drafts stay invisible until published.
Two dashboards
Every manager opens one screen that shows her people and the actions recommended for this week, with the chasing done for her or in one click; above it, the leader sees every manager at once against what their level requires.
Pricing basics1 finished itOn track, behind, not started.
What to do this week, from the journeys her people are in.
The due date carries its own reminder, so she is not the reminder.
A message she writes once, to exactly the people who need one.
Slack, Teams, email, in-app, push.
Each against their level's standard, by function and region.
The pulse results as a column, not a score.
Whatever she is looking at leaves as a file, filtered as she left it.
One view per manager: who finished, who's overdue, and one suggested nudge.
Your AI asks you
Which managers or teams, which numbers matter, the period, anything from outside Juno
I want a learning digest for every manager: who on their team finished what, who’s overdue, and one thing to follow up on. Use the Juno Journey connector for anything in Juno. If it isn’t connected, stop and tell me how to add it (https://docs.junojourney.com/mcp/overview). Before you build anything, ask me: 1. Which managers or departments to include 2. Which numbers matter (completions, overdue, scores, time spent) 3. The period it covers (e.g. the last 7 days) 4. Whether to add anything from outside Juno, and from where Ask these in one message, then wait for my answers. Check anything outside Juno is connected in this chat; if not, I’ll upload an export. If you can’t read completions here (analytics may be off for our account), I’ll upload an export from Juno. Never fill in numbers you can’t read. Build an interactive artifact: one view per manager with their team’s progress, overdue items and a suggested nudge. State definitions, data gaps and counts. Show me a sample for one manager first. Nothing runs on a schedule; tell me how to refresh it. Don’t send it to anyone or notify learners.
Teams down the side, topics across the top, so the gaps show up before the deadline does.
Your AI asks you
Which groups and topics, which courses count, what "done" means, the date range
I want a completion heatmap: groups down the side, topics across the top, and each cell showing how far along that group is. Use the Juno Journey connector for anything in Juno. If it isn’t connected, stop and tell me how to add it (https://docs.junojourney.com/mcp/overview). Before you build anything, ask me: 1. Which groups (departments, roles, locations) 2. Which topics, and which courses count for each 3. What “done” means (completed, passed, above a score) 4. The date range Ask these in one message, then wait for my answers. Pull everything you can from Juno; if you can’t read completions here (analytics may be off for our account), I’ll upload an export from Juno. If a grouping lives outside Juno (e.g. an HR system, if we use one), check it’s connected in this chat; if not, I’ll upload a CSV. Never guess anyone’s group. Confirm definitions with me, then build an interactive artifact: the heatmap with counts per cell, a click-through to the people in each cell, and the three weakest spots with suggested next steps. State definitions, show sample sizes, and grey out cells too small to judge. Don’t assign or notify anyone.
Three phases for one role, a checkpoint quiz per phase, and the courses you already have reused where they fit.
Your AI asks you
The role, what "ramped" looks like at 30/60/90, any existing material, who signs off
I want a 30-60-90 day onboarding journey in Juno Journey for one role, so new hires ramp on a clear path instead of a pile of links. Use the Juno Journey connector for anything in Juno. If it isn’t connected, stop and tell me how to add it (https://docs.junojourney.com/mcp/overview). Before you build anything, ask me: 1. The role and the team 2. What “ramped” looks like at day 30, 60 and 90 3. What material we have outside Juno, if any, and where 4. Who signs off at each milestone Ask these in one message, then wait for my answers. For material outside Juno, check that source is connected in this chat; if not, I’ll connect it or upload files. Don’t invent our processes. Search Juno first and reuse existing courses and quizzes wherever they fit. Then propose the journey: three phases, the courses in each, a checkpoint quiz per phase, and the gaps you’d fill with short new courses. After I approve the outline, build the new pieces and the journey as drafts. Don’t publish, assign or notify anyone until I say so.
Team evidence
Everything else in this category proves manager development with the manager: what she attended, what she finished, how she rated it. The people that training was supposed to reach are the ones who can tell you whether anything moved, and they can be asked before it starts and asked again after.
“Don't tell me who completed training. Tell me what changed.”
Team pulse · Platform team
Her team is asked before there is anything for them to notice.
The second round is the one that carries the answer.
A pulse is configurable so no single response is attributable to a person.
Each manager's team is asked about its own week, not the company's.
At day sixty or ninety, the person above her answers one question.
Whether they happened, beside whether they were put in a calendar.
Whatever is on the screen leaves as a spreadsheet.
“The most important thing for us is to allow our employees and managers to get access to all Personal Development tools and needs, in one place.”
“It's been used a lot by our managers; they now take initiatives. This is great because, when they notice a skill gap, they don't come to me with the request. Instead, they already know where to find the materials and assign them to the people who need them.”
When Spark Schools ran manager development on Juno, this is what changed on their side.
A manager is a position in your structure, holding your standard, with your people reporting to them. The nearest honest neighbours are their own journeys, and they say so on their own pages.
Three moments inside the same year, and the signal each one is judged on.
