ManagerMentor
America has a Manager Crisis -- It's Time to Do Something
I’ve been asked a lot of questions — a lot — over the past year.
It’s hard to believe I’ve written a 50+ issues of Managing in the Age of Uncertainty, including more than 50,000 words, over the past year. I’ve also interviewed no less than 20 thought leaders. And thank you to the thousands of readers who are subscribers.
In the end, all this content has generated a lot of questions from managers out there in the real world. Maybe 250 questions, maybe more.
It makes sense managers are asking a lot of questions. More than 8 in 10 first-time managers get no formal training, according to a recent report. Readers of this newsletter know I believe the corporate ladder is dead in the face of AI reimagining work — and millennial and gen-z managers face questions from their teams that boomers never had to consider.
Managers need help — now.
It’s literally nuts that the vast majority of first-time managers get no training — it’s not hyperbolic to call it a manager crisis.
For one simple reason: this is the greatest time of change in corporate structure since the corporate structure was invented. Seriously.
As AI reimagines work, it’s now obvious that teams — beginning right now — will be part biological and part digital. Maybe 50 percent of all teams will be a combination of humans and agents by the end of 2026.
It’s the magnitude of change that makes managers so valuable to organizations today. As work is reimagined, it’s managers who will drive the execution of people-agent teams.
That’s why I believe managing a team is the one job AI can’t replace.
The joy of writing this newsletter this past year is the people I’ve met and the questions they’ve asked. The more I listened, the more I realized a newsletter is not enough to help millennial and gen-z managers.
That’s why today I’m introducing the first learning and development system purpose-built for millennial and gen-z managers coming of age in this moment in time.
My system is called the ManagerMentor. It’s a system because it includes a feedback loop.
It’s built around my research with millennials and gen-z into the future of managing and what it revealed: consistency is the number one reason why the next generation recommends a manager to their colleagues and friends.
And, it makes sense when you think about it: in a world where so much is uncertain, consistency is the exact opposite.
We’re a System, Not Just a Newsletter
The ManagerMentor is a three-part system :
Part 1: Framework — The Future of Managing is Now.
Learn the Six Drivers of Consistency that separate great managers from the rest.
Includes the ebook, How to be a Great Manager in the Age of Uncertainty.
Part 2: Feedback — See Where You Stand
Most managers never get honest feedback about how they’re actually showing up — stalling growth.
Includes self- and 360-degree assessments to understand your strengths and weaknesses as a manager and how consistent you are.
Part 3: Tools — Grow Yourself
Weekly ManagerMentor newsletter: The 50 Most Pressing Questions Facing Managers in 2026
Access toolkits for the Six Drivers of Consistency to step up your game.
And, 24/7 guidance with the ManagerMentorAI — ask it any question about managing.
I’ve so enjoyed writing this newsletter and hearing from people. All subscribers will continue to receive my twice-monthly newsletter Managing in the Age of Uncertainty — featuring my point-of-view on managing in the age of AI, as well as interviews with industry thought leaders.
As a learning and development platform, the ManagerMentor system will be a paid service. This is new for me, but I’m also excited to help.
$9/month · $79/year subscription
Founding Members ($99/year) receive immediate access to the 50 Most Pressing Questions Facing Managers in 2026.
In the end, the corporate ladder boomers and gen-x climbed is gone. But my research with millennials and gen-z showed what’s taking its place.
The best people on your team are betting this chapter of their career on you.
I built this system for the manager who wants to be the reason their best people stay.
Thanks — Ron
That’s wonderful Ron! I am sure many young leaders will benefit immensely from your guidance and expertise!
Really a great idea Ron. Over the last lat 8 years I’ve led lots of Gen Z managers and year 7+8 of that is way, way different than year 1+2. That said some things don’t change; EIC managers remain restless and ambitious and mentoring perspective , finding teachable moments for them them is still the strategy; only with Dramatically different context. Great opportunity for all!