Level 1 · 2 days + 3 months of mentoring

The First-Time Engineering Manager

Your best engineer got promoted three months ago and is drowning. Two days later they run their team on purpose: priorities set, 1:1s that work, first 90 days mapped week by week.

27,560 CZK per seat · from 460,000 CZK in-house

A packed room of engineering leaders at an ELC meetup

Trusted by

Not for

Managers of managers running 4+ teams. That is L3.
Experienced EMs who need team stabilization and change management. That is L2.
Anyone hoping to sit quietly at the back. Max 12, interactive, you will be on your feet.

Who it is for

Engineers promoted to team leader or engineering manager in the last 12 months, or about to be.
Tech leads who run standups and reviews but have no playbook for the people part.
CTOs and VP Engs sending a newly promoted manager before the team pays the tuition instead.

The program

11 modules over 2 days, then a 90-day reinforcement tail.

The first 90 days
You stop improvising and your manager sees a plan by Friday, with AI doing the relationship-mapping grunt work.
Your role and your manager’s expectations
You know what you are paid for, and it is not writing the most code.
The top 5 behaviors that kill new managers
You recognize your own pattern before your team writes you off.
The hours decision you make once, not daily
You make the code-vs-people decision deliberately, instead of losing it every day.
Priorities when everything is urgent
You say no with a reason, and re-negotiate when AI changed what “a week of work” means.
Delivering value, not tickets
You leave with the actual OKR-to-task breakdown for your team, usable Monday.
The 1:1 where your best developer says “I might look around”
Your people start telling you the truth in 1:1s, six weeks before the notice.
Hard conversations and difficult characters
You stop postponing the talk that every week of delay makes worse.
The re-estimate, and the 5 hedges that kill authority
Same message to the CTO, and this time the date holds.
The 6 levels of persuasion
You get decisions moved without burning the relationship.
A leader worth following
You leave with the exact script for the announcement you have been postponing.

Engaged audience during a Q&A at an Engineering Leaders meetup

From where you are, to where you walk out.

Before

40 Slack threads, 3 escalations, a sprint review at 11. You code at night to feel productive.

After

You know which two things matter this week and you can defend why the other 38 wait.

Before

Your strongest developer says “I’m bored, I might look around.” You change the subject.

After

You run that conversation with a growth move on the table before they open LinkedIn.

Before

You still take the hardest tickets yourself because “it’s faster.”

After

You delegate them with a clear brief, and you know what to hand your team now that AI writes the junior-level code.

Before

The quarterly OKRs live in a slide nobody opens.

After

You walk out with your team’s goals broken into individual tasks, ready to deploy Monday.

Before

Your 1:1 prep is 90 seconds in the elevator.

After

AI drafts your 1:1 agenda from last week’s notes; you spend the saved time on the actual human.

What you walk out able to do.

Run your first 90 days from a week-by-week plan: which relationships to build first, and what to deliberately not touch yet.
Name the top 5 behavior traps of new engineering managers and catch yourself in the act.
Decide how many hours a week you still code, with a framework instead of guilt.
Turn company goals and OKRs into your team’s task list, a filled-in breakdown for your own team.
Re-cut delegation for the AI era: what to hand to people, what to hand to Claude or Copilot, and what you grow your juniors on.
Run a 1:1 that surfaces problems before they become resignations, with a 10-minute AI-assisted prep.
Read and use the persuasion ladder: 6 levels from clumsy pushing to a yes from top management.

New engineering managers in a hands-on workshop session

Engineering leaders in conversation during a workshop break

The energy of a packed Engineering Leaders workshop

Close-up of engineering leaders working together at a session

Format

Format and price.

2-day on-site workshop, 2 × 7 hours, max 12 participants.
Three 1:1 mentoring callbacks, one per month, included in every seat.
A named onboarding into the Engineering Leaders community, made by the founder.
A guaranteed lightning-talk slot at an ELC meetup within 90 days, with professional video and photo.
Development evidence pack for you and your manager, written for your next performance review.

Open-enrollment seat27,560 CZK per seat

In-house cohortfrom 460,000 CZK in-house

Company yearly leadership programIncluded in Team, Scale & Org subscriptions

Prices in CZK, excl. VAT. Published, not on request.

Faculty

Our Lecturing Masterminds

Our team is unique. We are not consultants selling academic theories or empty certificates. They have built multiple unicorn companies and helped organizations scale from startups to scale-ups to established corporates.

Marian Kamenistak

Engineering Leaders Community

Time to Value, Release cycle, Software talent, Team autonomy, Scalability

In-house cohorts

Tailored Leadership Training for Your Ambitions

No two organizations are the same. That is why our learning designers have crafted a selection of sessions focused on the key challenges faced by today's leaders. We work together to customize these sessions specifically to your needs. Our experts do the heavy lifting throughout the process and craft the program that is just right for your organization.

Book an in-house cohort

A large audience of engineering leaders at an ELC event

An engineering leader presenting to a full room

What nobody else offers

The parts a competitor cannot copy in a quarter.

A named onboarding into a live leader network, guaranteed.

Every graduate gets a personal introduction into the 2,000+ member community, made by the founder who runs the course. A contracted deliverable of the seat, not an atmosphere.

A guaranteed stage within 90 days.

A lightning-talk slot at an ELC meetup, 100 to 120 leaders in the room, with professional video and photo for the participant and the company that sent them.

Promotion instead of a certificate.

Concrete development evidence mapped to observed behavior in the room, usable at the next performance review.

Practitioner faculty.

Taught by operators who ran engineering orgs through scale-ups and acquisitions, with real numbers, not L&D consultants reading case studies secondhand.

Mentoring that outlasts the room.

Personal-situation mentoring inside the course, plus three monthly callbacks after it. A 90-day tail run by the person who wrote the curriculum.

“Two days later they run their team on purpose.”

Proof, honestly labeled

What we can stand behind today.

9.3/10 from 21 reviews of the original L1 course, authored and delivered by Marian at itensity.
Companies that trained their managers with us: Rohlík, Košík, Mews, Kiwi.com, Česká spořitelna, Trezor, and Apify.
AI woven through every module, taught in Czech for the local market.

The 9.3/10 and the room are Marian’s, earned on the predecessor itensity L1 this program is built on. This successor adds the AI rebuild, the 90-day mentoring tail, and the community landing. Next cohort dates and live seat counts publish here at launch; we never invent a quote or a number.