New Manager: Genesis 48 Hours

An Immersive Leadership Journey for Emerging Managers

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Program Overview

Genesis 48 Hours is a progressive leadership development program designed around the eight core leadership factors for newly promoted managers. Through a series of immersive story-based scenarios, participants gradually evolve from individual contributors into effective team leaders.

The program combines systematic training with episodic narrative scenarios, allowing managers to practise leadership behaviors in context, reflect on outcomes, and embed new management habits.

Core Application Scenarios

Scenario 1: Role Transition Challenges for New Managers

Typical Challenges:
• Managers remain in “doer” mindset, struggling to delegate
• Team goals unclear, task allocation inconsistent, difficulty motivating diverse members
• Weak upward communication; unable to articulate ideas clearly or secure resources

Targeted Solutions:
• In the L1 Lost World, participants complete DISC style assessments and the “Crossroads of Life” role-matching tasks to recognise their management strengths and weaknesses (e.g., D-type managers learn to avoid authoritarian tendencies)
• In L4 Qin Dynasty, participants simulate reporting to “Qin Shi Huang”, practicing pyramid communication principles and upward management techniques to solve low communication efficiency

Scenario 2: Cross-Department Collaboration Barriers

Typical Challenges:
• Conflicting KPIs and intense resource competition, resulting in superficial collaboration
• Lack of structured project management; delays and frequent risks
• Resistance to change and insufficient innovation awareness

Targeted Solutions:
• In L3 Primitive Era, teams practise WBS task decomposition and stakeholder management using the metaphor “build a home for your tribe”, enhancing cross-team resource integration
• In L6 Modern Era, participants apply the five-step design thinking process (empathise–define–ideate–prototype–test) to co-create improved customer experiences, cultivating user-centered innovation awareness

Scenario 3: Team Adaptation During Organizational Change

Typical Challenges:
• Anxiety and resistance among employees due to uncertainty, reduced execution
• Generational differences cause value conflicts, hindering integration of new and existing teams
• Middle managers struggle to translate senior leadership strategy into effective action

Targeted Solutions:
• In L7 Mars Immigration, participants experience extreme change scenarios, practicing Kotter’s Eight-Step Change Model to address resistance and build consensus
• In L8 Interstellar Travel, participants must ensure all team members master “travel technology” to return to modern times, reinforcing coaching-oriented leadership and enhancing team adaptability

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    Program Value & Measurable Outcomes

    From experience to observable behavioural and business impact

    Individual Level — Systematic Upgrade of Management Competence

    • Clear role self-awareness: Over 95% of participants accurately identify their management style via DISC assessment and develop a “strengths & weaknesses” action plan (e.g., I-type managers learn structured reporting to avoid excessive casualness)

    • Immediate application of management tools: Post-program surveys indicate 88% of participants intend to apply tools such as the Seven Habits and Four-Step Project Management, with 73% implementing them within one month (e.g., using the “First Things First” matrix to optimise daily task allocation).

    Team Level — Significant Improvement in Collaboration Efficiency

    • Project execution efficiency: In a pilot with an internet company, five cross-functional teams practicing in the Primitive Era scenario shortened average project delivery time by 20% and increased risk identification by 35%

    • Enhanced team cohesion: Through a dual-points system (team + individual) and rotating leadership roles, 90% of participants reported better understanding of colleagues’ decision logic, and cross-departmental conflict decreased by 40%.

    Organizational Level — Leadership Pipeline and Culture Embedded

    • Accelerated leadership pipeline: In a custom “Genesis 48 Hours” program for a manufacturing enterprise, new manager teams achieved 28% higher performance compliance within six months and a 15% reduction in turnover

    • Strengthened change tolerance: In a retail enterprise, integrating the Mars Immigration module into strategic transformation training increased employee acceptance of change from 54% to 79%, and the pilot business line exceeded first-quarter targets by 23%.