First of all, I'd like to congratulate you for being worried about the quality of your relationship with the newbies. It makes me assume (and believe) you're on the path to be a good lead on the long term.
Things I believe you must have clear in your mind:
- You cannot do two things at once: as @JonnyBoats stated, you must not expect to be a dev leader plus coacher at once with the same quality as if you were doing any of them separately. Take this lesson as a bottomline (and honestly discuss about it with your managers), otherwise you'll get very frustrated quite soon.
- You will fail: Calm down, I don't mean the project will fail; I mean that eventually something will go beyond your hands. Get prepared for it... specially because when acting as a leader, you'll be the focal point (i.e. the person to be blamed) from both managers and developers.
- Training takes time: Again, have on your mind that any learning curve starts on debt, and can easily take months to go for a 'credit' state.
- Training needs patience, persistence: Don't get frustrated or upset because someone doesn't understand your explanation; remember that making someone understand some concepts depends on both sides.
Having these items fresh on your mind, I'd go for this approach:
- Know and assess your peer's knowledge: That's the first thing you will need to do to make a plan of how much training someone needs / how detailed this training needs to be.
- Make a plan: It might take some time, but try avoiding have someone 'studying'. You can even take a book and have some exercises about specific chapters, but having someone only reading (without discussing about what was read) will add less value / knowledge on the long term.
- Keep an open communication channel: Talk openly to your peers; Don't be shy in case you don't know something or in case someone knows more than you about something. There's a reason for having you leading the team that might be beyond your understanding.
- Give feedback: Whenever is possible, congratulate your peers as well as correct them when required. You need to find the mid term between being too soft and too hard (a tip: congratulate publicly, correct privately).
- Treat them as people, not resource: Be a leader, basically. THIS question might give you some hints.
And one last thing: when you're not sure about something, there will be always PMSE here to help, as well as for having you sharing your experiences with us.
I believe that the above is a good start for the oncoming questions.