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New managers, ready for the job.

The promotion starts it automatically: the standard for her new level, the rights to see her team, prepared first 1:1s, and one question to her own manager, on a date you set. No more new managers learning the job alone.

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4.7 / 5G2

Manager Development

Promoted on Friday. Managing four people on Monday.

Nobody gave her the playbook, nobody set up her first 1:1s, and you find out it went wrong when one of her reports resigns.

How it works

1Trigger & Signal

  • Workday / your HRISA promotion: IC to team lead

2Knowledge Design

Your LLM + Juno MCP

  • Assigns the new-manager path for her level
  • Opens her team's data
  • Drafts her first plan
Human approval

3Delivery & Adoption

  • The new manager
  • Her team
  • Her own manager

4Measure

Her manager confirms she is managing

Her first 90 days, set up the day she is promoted

Dana was promoted to team lead on Friday. Set up her first 90 days as a manager.

Claude

Her first 90 days, on the calendar

  1. FriSep 4

    Promoted in the HRIS

  2. MonSep 7

    Monday

    • Path assigned
    • Team data opened

  3. Week 1Sep 9

    First 1:1s, prepared

    NoaEliSamRavi

  4. Week 2Sep 16

    Self-assessment against the level

    DelegationFeedbackRunning 1:1s

  5. Week 6Oct 14

    Validated

    A scenario: a hard conversation

  6. Sign-offNov 3

    Confirmed

    Tom, her manager

The promotion starts it, nobody has to notice

  • From your HRIS

    Juno syncs people from HiBob, Workday, BambooHR, Personio or any SCIM directory.

  • Criteria, not a list

    Role and position decide who gets the path, not a group someone maintains.

  • Every promotion caught

    A static group misses whoever joins it later. Criteria catch next quarter's too.

  • The same week

    The path reaches her when the change reaches Juno, not next semester.

She sees her team's progress, and her team's budget

  • Her Manager section

    Employees, Content, Analytics and Budget appear in her sidebar with the role.

  • Assign to her team

    She assigns learning to her direct reports, with due dates and reminders.

  • Approve their spend

    She approves, denies or asks about her reports' learning requests.

  • Their side of it

    Four former peers get a new manager, and a pulse survey in month one.

One click your admin makes: the Manager role, on a record already open.

One question, one named person

Not a resignation at month six. One question, on a date.

  • One question

    Her own manager is asked one thing: is Dana managing?

  • The evidence beside it

    Her self-assessment against the level and her validated scenario sit next to the question.

  • One level up

    Dana confirms for her four reports. Tom confirms for Dana.

  • Not yet reshapes her path

    A not yet changes what she is enrolled on. No rating, no list.

Try it

  • Build a 30-60-90 day onboarding journey

    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

    New to Juno? See it in a demo
    The prompt

    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.

  • A learning digest for every manager

    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

    New to Juno? See it in a demo
    The prompt

    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.

  • Certify the team on a new pitch

    Study it, practice it, deliver it, scored against your rubric, with a pass mark.

    Your AI asks you

    The pitch, your scoring rubric (or a draft), who reviews, the pass mark and deadline

    New to Juno? See it in a demo
    The prompt

    I want to certify our team on a new pitch: they study it, practice it, deliver it, and get scored against a clear rubric. 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 pitch (upload the deck or script, or tell me where it lives) 2. Our scoring rubric, or should you draft one 3. Who reviews and scores, and the pass mark 4. Who must be certified, and by when Ask these in one message, then wait for my answers. If the pitch lives outside Juno, check that source is connected in this chat; if not, I’ll upload it. Stick to our messaging; don’t invent claims. Search Juno first for existing training on this product or pitch. Then propose a certification journey: a short course on the pitch, a practice scenario, a knowledge quiz, and a final pitch reviewed against the rubric. Show me the outline and rubric first, then build the course and quiz as drafts; an interactive practice lesson goes live when saved, so preview it and save only when I say so. Don’t publish, assign or notify anyone until I approve.

Every prompt

“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.Jacques G.Talent Management, Spark Schools

Where this connects

Coach & Grow Your Team

The pulse baseline set in her first month becomes the before and after there.It is also where the weekly 1:1s she now owes her team run.

Role-Based Ramp-Up

A new hire learns the company. A new manager learns a different kind of work.

Run the Performance Cycle

Her first review cycle, about four months after the promotion.

Questions people ask.

What should you do when someone is promoted to manager for the first time?

Set up the job before she has to ask for it. The promotion should give her the standard for her new level, the rights to see her team and approve their learning requests, her first 1:1s as dated steps, a pulse baseline on her team in month one, and one question to her own manager, on a date you set.

What should a new manager learn in the first 90 days?

What good looks like at her new level, against where she is now. Juno sets the level's competencies as current versus target, then assigns what closes the gap: her first 1:1s as dated steps, a self-assessment at week 2, a validated scenario such as a hard conversation. The content follows from the standard, not the other way round.

How is managing different from being an individual contributor?

She already knows the work. What changes is the kind of work: her results now come through four other people. In Juno the change is concrete too. A Manager section appears in her sidebar, with Employees, Content, Analytics and Budget, and she can assign learning to her reports and approve their learning requests.

How do you know if a new manager is doing well?

Ask the person best placed to know, on a date. On the date you set, Juno sends her own manager one question, is she managing, and reminds him until he answers. Beside it sit her self-assessment against the level and the scenario she was validated on. The person being confirmed is herself a confirmer for four people.

What training should a newly promoted manager get?

Training tied to the standard for her level, not a catalogue. Start from the managerial competencies for the new role, compare them with where she is today, and assign what closes the gap. Content you already own, from a leadership path to a workshop, is reused where it fits. The level decides what she takes, not the library.

How do you handle managing people who used to be your peers?

Her four reports changed jobs too: their direct manager is now a former peer. That is why a pulse survey goes out to her team in her first month, before she can get anything wrong, and it can be configured as anonymous. The baseline it sets is what makes any later reading of her team mean something.

Can I ask ChatGPT or Claude what has changed for my team since I took over?

Yes. With Juno's connector in ChatGPT, Claude or Copilot, a new manager asks in plain words: what has my team finished since I took over, who is overdue, what is left on my own path. The answer comes from Juno, within the permissions she already has, and nothing is sent or assigned without her OK.