Your new managers are carrying more than they were trained for.
Most were promoted because they were excellent at their work. Nobody taught them the rest.
Rooted Manager Launch is a structured cohort program for healthcare organizations who are done watching good people struggle through a transition that should never have been this hard.
WHY THIS HAPPENS
The transition from peer to manager is the most undertrained moment in healthcare leadership.
Your best clinical staff get promoted — because they earned it. Then they spend the next six to twelve months figuring out how to run a meeting, document a performance conversation, navigate a conflict with a former colleague, and read a budget line, all while trying not to lose anyone on their team.
Most of them are not failing; they're improvising.
And the cost of that improvisation is landing somewhere in your organization right now — in your HR queue, in your turnover data, or in a 1:1 that never happened.
THE MATH IS NOT COMPLICATED
$80k – $120k
That's the estimated cost of one undertrained manager who loses just two staff in their first year of leadership -- accounting for recruitment, onboarding, training, and the months of reduced productivity on both sides of that transition.
Most organizations recover the cost of this program by retaining just one employee.
THE PROGRAM
Rooted Manager Launch
Upon completion, your new leaders are:
Running structured 1:1s -- consistently, not when they remember to
Documenting performance conversations correctly, before the situation escalates
Delegating without micromanaging -- and following up without hovering
Handling conflict early, before it lands on your HR desk
Not because they're naturally gifted at leadership. Because they were actually trained for it.
8-session structured leadership program
Built specifically for healthcare environments
Focused on real-world application — not theory
Designed over 12-16 weeks, sequenced for measurable outcomes and behavior change
Cohort-based by design, so the peer relationships your managers build inside the program continue to support them long after it ends
OUTCOMES
What shifts inside your organization
This isn’t just training. It directly impacts retention, performance, and operational stability.
Your HR stops absorbing what your managers should be handling.
Performance conversations that never got documented. Conflicts that escalated because no one addressed them early enough. 90-day issues that became 12-month problems. Managers handle these earlier — because they have a framework, not just good intentions.
Your turnover costs reflect the real cause.
People don't leave organizations. They leave managers. When the manager is trained, confident, and consistent, the team stabilizes. That's not theory — it's what happens when someone is given the tools to actually lead, instead of just the title.
You build a leadership bench, not just a training record.
The managers who go through this program together become a peer cohort inside your organization — people who share language, call each other, and support each other through the challenges that come after the program ends. That's a leadership culture. It's worth more than the 90 days.
A Cohort Model, not a Classroom.
Your managers go through this program together -- which means they build shared language, peer accountability, and a support network that doesn't disappear when the last session ends. The cohort is the intervention as much as the curriculum.
Healthcare- Specific - Front to Back
Every framework, scenario, and tool is grounded in real healthcare operations — not adapted from generic corporate training. Built for yours.
Financial Literacy is Included
Your managers will leave understanding how to read a budget and expense sheet, connect their team's performance to operational cost, and make decisions that reflect the financial reality of your organization.