We’ve all seen it happen: someone brilliant in their technical role gets promoted to a management position—and then suddenly, they’re expected to lead a team with zero training on managing people. It’s no surprise that things go sideways. What’s frustrating is that it always happens, and we continue to wonder why so many teams struggle to perform.
Here’s a sobering stat: according to the Chartered Management Institute, 82% of people promoted to management roles have had no formal leadership training. None. They’re what we call “accidental managers.” They’re being thrown into the deep end of people management without the skills they need to succeed. And yet, organisations seem genuinely surprised when these managers can’t get the best out of their teams.
It’s time to stop this madness. If you want managers to lead, inspire, and support their teams—especially in today’s hybrid work world—you must give them the tools to do so. Leadership doesn’t just happen; it’s learnt, practiced, and refined. And right now, too many managers are left to muddle through alone.
What’s Wrong with ‘Sink or Swim’?
Let’s be honest. There’s nothing noble about the “sink or swim” approach to management. It’s lazy, ineffective, and unfair—not just to the managers but to their teams, too. When managers aren’t properly trained, you end up with stressed-out teams, poor communication, and leaders more focused on ticking boxes than fostering real growth.
Think about it: no one would expect an untrained, fresh-faced salesperson to perform at the same level as a seasoned pro. So why are we expecting the same from our managers? The reality is that good management is a skill. It’s a skill that can—and should—be developed over time. And the sooner organisations realise this, the better.
Leadership Isn’t Just About Delegation (Spoiler: It’s Also About Emotional Intelligence)
Many people think of leadership training as learning how to delegate or improve time management. And sure, that’s part of it. But leadership is much more than that. It’s about building emotional intelligence, being self-aware, and understanding how to genuinely connect with people.
Here’s what great managers do differently:
- They create a sense of purpose. People don’t just want to clock in and out; they want to feel like their work matters. A great manager helps their team understand the “why” behind what they do.
- They communicate clearly and often. It’s not just about delivering information; it’s about listening, too. Great managers are approachable and foster open dialogue, whether it’s about work or well-being.
- They adapt their management style. No two team members are the same; a one-size-fits-all approach doesn’t cut it. Good managers know how to tailor their approach to the individual, helping them grow in their unique ways.
- They lead by example. People don’t follow titles; they follow leaders who demonstrate the behaviours and values they want to see in the organisation.
If you’re not training your managers to build these skills, don’t be surprised when your teams underperform. It’s not because your managers don’t care; they don’t know how to lead.
What Happens When You Don’t Invest in Your Managers?
Let’s paint a picture: You promote someone into management. They’re thrilled—they’ve worked hard to get there. But a few months in, they’re struggling. Their team is disengaged, projects are running late, and morale is slipping. They start micromanaging, hoping to regain control, but that worsens things. Sound familiar?
This happens when we promote people based on their technical ability without preparing them for the realities of leadership. It’s not just bad for the manager but for the entire team. Engagement drops, turnover rises, and before you know it, the whole department is underperforming.
The cost of not investing in management training is staggering—not just in lost productivity but in lost potential. Every time you fail to train a manager, you’re limiting the growth of your organisation.
Here’s the Real Problem: We’re Focusing on the Wrong Things
We’re obsessed with individual leadership development, but we’ve forgotten that leadership doesn’t happen in a vacuum. Too many organisations focus on helping managers become more self-aware and emotionally intelligent. Still, we shove them back into a rigid corporate structure that rewards control and punishes innovation.
A recent study looked at leadership development across various organisations and found something interesting: the areas where managers excelled most were personal traits—things like self-awareness and communication. However, the scores dropped off a cliff when it came to strategic thinking and organisational culture. Why? Because we’re developing leaders for a system that doesn’t support them.
Let me put it plainly: it doesn’t matter how emotionally intelligent your managers are if they’re stuck in a command-and-control environment where creativity is stifled, and autonomy is nonexistent. You can’t train someone to be a leader and trap them in a culture that prevents them from leading.
What Needs to Change?
If you want your managers to thrive, you must do more than give them leadership training. It would be best to create a culture supporting leadership at every level. Here’s how:
- Rethink your organisational culture. Is it one that fosters creativity, innovation, and collaboration? Or is it a culture of micromanagement and control?
- Empower your managers. Please give them the autonomy to make decisions and lead their teams without unnecessary oversight.
- Encourage collaboration over competition. Leadership isn’t a solo sport. It’s about building relationships and working together to achieve shared goals.
- Focus on continuous development. Leadership isn’t a one-and-done skill. It needs to be nurtured over time through feedback, mentorship, and real-world experience.
When you focus on these areas, you’ll see a shift. Your managers won’t just become better at their jobs—they’ll become leaders in their own right, capable of driving the entire organisation forward.
Conclusion: Invest in Managers, Transform Your Business
Here’s the bottom line: you can’t expect managers to lead without giving them the tools. Leadership is learnt, not innate, and organisations that fail to invest in management training are setting themselves up for failure. But it’s not just about training individuals. It’s about creating a culture that fosters leadership at every level.
At WINC HR, we understand managers’ critical role in shaping your business’s success. That’s why we focus on empowering managers with the skills they need to confidently lead and create high-performing teams. Whether you’re looking to develop leadership potential, transform your organisational culture, or improve engagement, we’re here to help you unlock the full potential of your workforce. Get in touch today, and let’s start building the leaders of tomorrow.
