For Newly Promoted Managers Who
Were Never Given A Playbook
YOU WERE PROMOTED BECAUSE YOU WERE GOOD AT YOUR JOB.
NOW YOU HAVE TO LEARN HOW TO LEAD.
The practical programme for newly promoted managers who want clear, usable guidance — not management theory for its own sake.
Build the confidence, clarity and practical management habits you need to lead your team, handle your new responsibilities and know what to focus on during your first 30 days.
You know that feeling on Sunday night?
You’ve got the title. Maybe even the pay rise. But nobody really showed you how to make the transition from doing the job well to actually leading the people who do it.
Suddenly you’re expected to set priorities, manage performance, make decisions, handle difficult conversations and have answers when your own manager asks what’s going on.
First 30 gives you a practical structure for those first few weeks — so instead of constantly reacting, you can start managing with purpose and confidence.
Practical Management Guidance Built From Real Experience
I’m Michael Prest. I built First 30 from more than 35 years in manufacturing operations, including over 20 years in senior management.
I’ve managed teams, budgets, performance problems, operational pressure and the difficult conversations that come with being responsible for results.
I also remember what it was like to step into management without a proper handover or a clear playbook.
First 30 is the practical guidance I wish I’d had then — focused on what a newly promoted manager actually needs to do, rather than management theory for its own sake.
First 30: The New Manager Fast-Track gives you a practical structure for making that transition.
In Your First 30 Days, Build the Foundations for Managing With Confidence
Your Three-Horizon Numbers Plan
A simple daily, weekly and monthly view of the results you're responsible for — so you know what matters, what needs attention and what your manager is likely to ask.
Your Team Capability Gap Map
A practical picture of your team's strengths, gaps and development needs — so you know where support is needed and where problems could emerge.
Your Priorities & Resource Plan
A practical plan for what needs to happen, who or what you need to deliver it, and where you need to act early rather than constantly reacting to problems.
How First 30 Works
Two focused modules you can work through over your first two weeks — giving you practical tools to use throughout your first 30 days and beyond.
Module 1 — The Management Reality Check
Understand what really changes when you move from doing the work to being responsible for the people, priorities and results. You'll identify the habits that can hold new managers back and get clear about what your role now requires from you.
Module 2 — Own Your Numbers
Turn that understanding into practical action. You'll build your daily, weekly and monthly numbers plan, map your team's strengths and capability gaps, and create a proactive resource plan that helps you anticipate problems rather than constantly react to them.
By the end, you'll have three practical working documents you can use immediately in your real job — not exercises that disappear when the course ends.
Each module includes a clear video lesson, a written lesson you can return to, and specific action steps completed directly inside your role.
Total time: approximately 3–4 hours across your first two weeks — with the tools then supporting you throughout your first 30 days and beyond.
By The End of First 30 You Will Have:
- A simple daily numbers check — so you can quickly see what needs your attention instead of waiting for problems to find you.
- A practical weekly review routine — helping you set priorities, look ahead and replace reactive firefighting with a more deliberate management rhythm.
- A monthly horizon plan — so you know where you are, what’s coming next and can answer confidently when your manager asks.
- A clear picture of your team’s capabilities — including strengths, gaps, development priorities and areas where too much depends on one person.
- A priorities and resource plan — so you can anticipate what your team will need rather than discovering shortages when it’s already too late.
- An honest management baseline assessment — giving you a starting point and a way to recognise the progress you make.
- A much clearer understanding of your new role as a manager — what you're responsible for, where to focus your attention and how to start leading rather than simply doing.
Is First 30 Right For You?
This IS for you if:.
You’ve recently been promoted into management or a team leader role and you’re still figuring out what the job really requires.
You’ve been managing for a while but never received proper practical management training.
You feel like you’re constantly reacting — dealing with whatever is most urgent instead of feeling in control of your priorities.
You’re responsible for people and results and want a clearer way to understand both.
You want practical guidance you can use in your real job — not management theory you’ll forget by Monday morning.
This is NOT for you if:
You’re looking primarily for leadership theory, personality models or communication-style frameworks.
You want a course you can simply watch without putting anything into practice.
You already have clear management routines, understand your team’s capabilities, know your priorities and have a reliable system for staying ahead of your responsibilities.
Your Questions Answered
Q1: "I've tried other management courses and they didn't stick."
A1: First 30 is designed around action, not passive learning. You apply what you learn directly to your own role and finish with practical tools you can continue using after the course.
Q2: "I don't have time for another course right now."
A2: First 30 takes approximately 3–4 hours across two weeks. The action steps are completed inside your actual job, so you're applying the course while you manage — not creating another large piece of work outside it.
Q3: "Will this work for my industry or my team?"
A3: I developed First 30 from my experience in manufacturing operations, but the principles aren't manufacturing-specific. If you're responsible for a team, priorities and results, the tools can be applied to your role.
Q4: "What if I've already made mistakes in my first few months?"
A4: That's fine. First 30 isn't only for your first day as a manager. If you're still establishing your management routines and working out where to focus, you can use it to reset and build stronger foundations.
Everything Included in First 30
First 30: The New Manager Fast-Track
✅ Module 1 — The Management Reality Check
Video lesson + written lesson + practical action steps
✅ Module 2 — Own Your Numbers
Video lesson + written lesson + practical action steps
✅ Your Downloadable Workbook
All your action steps and working documents in one printable workbook
✅ Instant Lifetime Access
Work at your own pace and return to the material whenever you need it
Complete First 30 — £37 one-time payment
FREE BONUS — Included With Your Purchase
The Operational Manager’s Vocabulary Guide
25 Terms You’re Expected to Know — Explained in Plain Language
Being newly promoted can mean suddenly hearing terms such as KPIs, OEE, budget variance and EBITDA in meetings — with everyone assuming you already know exactly what they mean.
This practical reference guide explains 25 common management terms in straightforward language, so you can understand what’s being discussed and participate with greater confidence.
Keep it as a quick-reference guide and return to it whenever an unfamiliar term comes up.
Included free with First 30.
The "Actually Use It" Guarantee
Work through First 30 and put the practical tools into use in your role.
If, within 30 days, you don't feel clearer about what to focus on and more confident in how you're approaching your new management responsibilities, just email me and I'll refund your £37.
No complicated process. No hoops to jump through. Just an email.
I'm happy to stand behind First 30 with a straightforward 30-day guarantee.
You Were Promoted Because You Were Good at Your Job.
Now Build the Confidence to Lead.
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