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+91 90045 35414Transition 90 is Acumen's AI for first-time manager training and new manager training. Managers talk to it before they give the feedback, walk into the conflict, or sit down with the underperformer — it plays the employee, pushes back the way a person actually would, and afterward shows exactly what to change.
90 isn't a number pulled from somewhere else and stuck onto the name. It's the six core shifts of the program, given the time each one actually needs.
A manager doesn't finish "doing the work vs. enabling others" and move to "holding authority" the next morning. Each shift has to be rehearsed, tried in a real conversation, and sat with — before the next one starts stacking on top of it.
Six shifts, a fortnight each, inside one quarter — the same 90-day window most managers are already measured against. That's the whole logic. Nothing borrowed.
Real AI practice, not a script or a quiz — it reacts the way a real employee would. Reply to continue.
Feedback to a former peer, an underperformer, team conflict, or pushing back on your own manager.
Defensive, evasive, agreeable — whatever's realistic. Not a script, not a quiz.
What you did well, what to adjust — specific to what you actually said.
Every situation maps to one of the 6 core shifts Acumen has identified as the ones every first-time manager has to make: giving feedback, delegating, handling conflict, holding people accountable, and managing their own manager's expectations. A manager can rehearse the same situation again, or move to a different one, as many times as useful — which is what separates Transition 90 from most new manager training, where practice happens once, in a workshop, and is never repeated.
You stop being the one who does the work best, and start being the one who makes sure the work gets done — through people, not despite them.
The people you used to sit next to now report to you. You lead with what the moment needs — not the history you share with them.
You're no longer just executing someone else's plan. Your team needs you to create the clarity and direction — even when nobody hands it to you.
Being the best individual performer got you promoted. It won't make you a good manager — growing other people's performance will.
Instead of personally carrying every outcome, you build the systems and checks that make outcomes reliable without you in the middle of each one.
Your job stops being contained to your own team. You now have to influence peers, other departments, and your own manager to get things done.
All 6 core shifts, mapped to real situations — sent straight to your inbox.
For most first-time managers, the first time they give serious feedback, address underperformance, or step into a conflict is also the first time they've ever tried it — on someone who reports to them, in a relationship they still have to work in tomorrow, with no second attempt. Transition 90 moves that first attempt earlier, into a conversation with nothing riding on it, so the version that counts isn't also the first one they've ever had.
This is also why Transition 90 works as new manager training generally, not only for managers in their first 90 days: the underlying gap — no safe place to attempt a hard conversation before it's real — exists for any manager who's never been specifically trained to have one, across every city Acumen works in.
"The transition from individual contributor to manager is a change in kind — not a step up. The managers who make it are the ones who got to try before it counted."
An AI for first-time manager training and new manager training — managers use it to rehearse difficult conversations before having them for real.
Yes — Transition 90 is Acumen's AI practice tool for first-time and new managers, a live practice zone where you rehearse real conversations before having them for real, and get a written report on what to adjust.
1) Doing the Work → Enabling Others. 2) Being a Peer → Holding Authority. 3) Executing Directions → Creating Clarity. 4) Star Performer → Growing Others. 5) Owning Everything → Building Accountability. 6) Managing Your Team → Leading Up & Across. Every conversation a manager rehearses on Transition 90 maps to one of these six.
It's not a borrowed number — it's the program's own six core shifts, given the time each one actually needs. A manager can't rehearse "holding authority" and move to "creating clarity" the next morning; each shift has to be tried in a real conversation and sat with before the next one stacks on top of it. Six shifts, a fortnight each, adds up to 90 days — which also happens to be the same quarter most first-time managers are already reviewed against.
It has a real, responsive conversation rather than following a script — reacting the way an actual employee might, including pushing back or getting defensive.
A breakdown of what the manager did well and what to adjust, based on what they actually said — not a generic list of tips.
Yes — the same approach applies to any new manager training program that needs to cover feedback, conflict, and accountability conversations, not only first-90-day managers.
Yes — Transition 90 is used by managers across Mumbai, Bangalore, Delhi NCR, Hyderabad, Pune, Chennai, Kolkata, Ahmedabad and pan-India.
Acumen Business Catalyst — 25+ years of experience designing and delivering leadership and manager-capability training across India.
Tell us about your organisation and we'll walk you through what this looks like for your team.
A product of Acumen Business Catalyst — 25+ years in leadership development.
First-time manager training & new manager training available in Mumbai · Bangalore · Delhi NCR · Hyderabad · Pune · Chennai · Kolkata · Ahmedabad