Certificate in General Management for
New Age Managers (NAM)
The manager your business needs
isn't the one your business has
A six-month leadership development programme for new generation managers. Co-created with HR leaders from startups, owner-driven companies, and traditional firms from across India. Blended learning. Self-paced, live online, and on campus. Capstone on a real business problem.
Every HR leader in the room agreed: new-age managers are no longer just controllers. They are orchestrators, coaches, and multipliers.
Important dates
Co-created with HR leaders. Not lifted from a textbook
'Business is professional… but culture is personal.'
— IIMBx World Cafe · Bengaluru and Mumbai · March 2026
- HR leaders from startups, owner-driven firms, and traditional organisations met to discuss the way forward.
- Two intensive sessions. One clear consensus.
- Eight capabilities ranked by frequency across every table in the room.
- A blueprint emerged, respecting how different organisations are run. This is not a one-size-fits-all curriculum.
Eight capabilities, ranked by HR leaders
Frequency ranked across every World Caf table capabilities that the people who hire, develop and lose managers said matter most in 2026. Universal across organisation types; only the starting point and speed of development change.
Learning agility
Unlearn and relearn fast. 'Speenovation' — speed plus innovation under ambiguity.
Emotional intelligence
Navigate generational gaps, hybrid realities and diverse employee needs without flattening them.
Change leadership
Own the transition. Role-model behaviour. Manage the very real fear of becoming invisible.
Digital fluency and AI
Leverage tech tools. Translate customer complexity into solutions teams can build.
Purpose clarity
Connect personal purpose to organisational north star. Make purpose observable in behaviour.
Delegation and Empowerment
Simplify approval processes. Remove redundant layers. Give real authority, not the illusion of it.
Critical thinking
Double-click on issues. Run bold experiments inside safe pods. Decide with data, not vibes.
Coaching leadership
Mentor. Give regular feedback. Build a 'hi-touch + hi-tech' culture, wthout relying only on annual reviews.
Faculty. IIM Bangalore
Three archetypes. One manager
The new-age manager wears three hats every week. NAM is engineered to develop all three not in sequence, but in parallel, over six months.
Three core themes
The curriculum is organised into three core learning themes. Five to six hours of immersive content per module, 25–30 hours per theme, with customised pathways for startups, owner-driven and traditional organisations. Lead self, lead others, lead the organisation: that's the arc.
- Leading Self and Others Essentials
- Emotional Intelligence
- Personal Effectiveness
- Communication Essentials
- Changing Paradigms and New-Age Context
- Decision Making
- Managing Teams
- Mentoring and Coaching
- Stakeholder Management
- Performance Management
- Leadership and Inspiration
- Data-Driven Decision Making
- Strategic Management
- Marketing Overview
- Macro Economics
- Business Finance
- Business Law and Execution
- AI for Managers
Programme structure, five learning surfaces
Your SPOC is a co-facilitator not a logistics owner
NAM is engineered as a partnership, and not a vendor-delivered training programme. A single point of contact (SPOC) from your organisation is embedded as an active co-facilitator of every cohort: contextualising frameworks to your culture, mentoring nominees, and feeding back monthly to the IIMBx team.
This is what HR leaders in the World Café said matters most: ‘learning as a system’ with journals, micro-learning slots, peer forums, role-modelling sessions, and safe experimentation pods.
One programme. Three contexts
Universal capabilities, customised pathways. NAM is delivered with company specific calibration, because the manager you are developing inside a 200 person startup isn't the same as the one inside a 50 year old conglomerate.
Programme Fees
Who you can nominate
NAM is built primarily as a corporate nomination programme, but it also accepts self-nominated high-potential managers who meet the eligibility bar.
Who qualifies:
- 3 - 5 years of managerial experience individuals who've earned the title, but not yet the consistent leadership behaviour.
- High-potential managers identified for succession or spotted during talent reviews as next in line for cross-functional or team-lead roles.
- Self-nominated candidates who meet the eligibility criteria and bring a real organisational problem to anchor their capstone.
What's included:
- Six-month blended learning programme with on-campus immersion sessions at IIM Bangalore.
- Live online sessions by IIMB Faculty and Subject Matter Experts.
- IIMBx SPOC mentoring and structured monthly feedback sessions.
- Industry-expert skills workshops, reflection journals, and micro-learning slots.
- Capstone project guidance and support, anchored in your business.
- IIMBx Certificate of Completion on successful programme exit.
Build the manager your business needs in 2026
The gap between doing and leading is real. NAM closes this gap. Nominate your team for the 2026 cohort, or talk to admissions about a customised corporate programme.