We’ve all seen it. A high-performing employee gets promoted to management — exciting news for them and the organisation. However, within months, that same employee is overwhelmed, their team’s performance is dipping, and everyone wonders what went wrong. The answer? They were promoted to manage, but nobody ever taught them how.
The uncomfortable truth is that most organisations are setting their managers up to fail. According to the Chartered Management Institute, 82% of new managers receive no formal management or leadership training. That’s right — more than four out of five managers are thrown into the deep end, expected to lead teams without the necessary tools, skills, or support. It’s not that these managers don’t want to succeed. Most are desperate to do well, but they’re not equipped. And that’s not just bad for the manager—it’s terrible for the entire team and, ultimately, the business.
The “Accidental Manager” Problem
Here’s where things often go wrong: an employee excels in their technical role, smashing their performance targets, and naturally, they get promoted. However, leadership is not the same as technical expertise. And while technical skills are critical, leading people requires a different toolkit entirely — one that too many managers are never given.
The result? A well-meaning but untrained manager tries their best but quickly runs into roadblocks. They start to micromanage, communication breaks down, stress levels rise, and before you know it, the team is disengaged. This cycle repeats itself in businesses worldwide, leading to high turnover, low morale, and missed opportunities for growth.
We’ve seen it repeatedly: managers are promoted based on their technical ability but left to “sink or swim” regarding people management. This failure to invest in leadership training isn’t just shortsighted—it’s costly.
Why “Sink or Swim” Isn’t a Strategy
The idea that someone will “figure it out” is a dangerous myth. It’s like throwing someone into the deep end of a pool without teaching them how to swim. Sure, some people will make it to the other side. But many will sink, and even those who swim will have spent so much time flailing about that they’ll be too exhausted to enjoy the victory.
Here’s the thing: management is a skill. And like any skill, it must be learnt, practiced, and refined. You wouldn’t expect an untrained employee to excel in sales, marketing, or coding, so why do we expect managers to magically know how to lead without training?
The “sink or swim” mentality isn’t just unfair to managers—it’s unfair to their teams. When managers don’t have the right skills, their teams suffer. Productivity drops, engagement falters, and the organisation's overall performance takes a hit. In today’s complex, fast-paced business environment, this is a risk companies can’t afford to take.
Leadership Is More Than Delegation
Most people think leadership development is about learning how to delegate, manage time, or assign tasks. While those are important aspects, leadership is about much more than that. It’s about understanding people, building trust, and fostering a sense of purpose.
Great managers do these three things:
- They inspire a sense of purpose. Teams perform better when they understand why their work matters. A good manager helps their team see the bigger picture, connecting daily tasks to the organisation’s goals.
- They foster open communication. Great leaders know that communication is a two-way street. It’s not just about giving instructions — it’s about listening to feedback, understanding concerns, and creating an environment where people feel heard.
- They adapt to individual needs. Every team member is different, and good managers know that a one-size-fits-all approach doesn’t work. Tailoring leadership styles to individual team members is critical for building strong, cohesive teams.
The best managers lead by example. They don’t micromanage or control—they inspire. They create an environment where people feel valued, trusted, and motivated to give their best.
The Cost of Failing to Train Managers
When businesses fail to invest in management training, they’re not just doing a disservice to their managers but jeopardising their entire organisation. Poor management leads to disengaged teams, low morale, and high turnover. The cost of replacing an employee is estimated to be between six and nine months of their salary, not to mention the hidden costs of lost productivity and damage to company culture.
But the impact goes even deeper. Poorly trained managers create toxic work environments where creativity is stifled, innovation is discouraged, and employees are too stressed to perform at their best. In the long run, this not only affects individual performance but also drags down the organisation's overall success.
So why do we continue to neglect leadership training?
The Real Problem: A Broken System
Here’s the uncomfortable truth: even when we do invest in leadership development, we often do it in isolation. We focus on building individual leadership skills without changing the systems preventing managers from leading.
A recent study looked at how leadership development is perceived across organisations. Interestingly, managers excelled in personal development areas—such as self-awareness and emotional intelligence—but struggled with strategic thinking and influencing organisational culture. Why? Because they’re trained to lead but then placed back into rigid, outdated corporate structures that reward control over creativity.
The result? You can develop a manager’s leadership potential all you want, but if they’re operating within a system that stifles autonomy and innovation, it won’t make a difference.
What Needs to Change?
If we want managers to thrive—and, by extension, if we want our businesses to succeed—we need to rethink our approach to leadership development. Here’s what needs to happen:
- Create a culture that supports leadership. Leadership doesn’t just come from the top. To build a high-performing organisation, you must create a culture where leadership is encouraged at every level.
- Empower managers to make decisions. Micromanaging doesn’t just frustrate employees; it stifles innovation. Give your managers the autonomy to lead their teams in the best way for them.
- Focus on continuous development. Leadership is a journey, not a destination. Create opportunities for ongoing training, mentorship, and feedback so that managers can grow and evolve continuously.
Focusing on building a supportive culture, empowering managers, and investing in ongoing development sets the stage for lasting success.
Conclusion: Leadership Is Learnt, Not Innate
Leadership isn’t something you’re born with—it’s something you learn. If we want managers to succeed, we need to give them the tools, training, and support they need to lead effectively.
Throwing someone into the deep end and hoping for the best isn’t just ineffective — it’s damaging. It leads to burnout, disengagement, and poor performance. The good news is, it doesn’t have to be this way.
By investing in management training, creating supportive cultures, and empowering leaders at all levels, we can build organisations where people and businesses thrive. Now is the time to stop making excuses and start building better leaders — because the future of work depends on it.
About the Author
Karl Wood is a seasoned HR professional passionate about challenging traditional workplace practices. With a proven track record of delivering innovative HR solutions across the UK, Karl is dedicated to helping businesses navigate the complexities of today’s workforce. His expertise spans organisational development, performance management, and employee engagement, making him a trusted advisor for companies looking to foster growth and build inclusive, high-performing teams.
If you’re ready to disrupt the status quo and build a more motivated, engaged workforce, subscribe to the HR Horizons newsletter for more insights. Let’s continue the conversation—connect with me on LinkedIn, and don’t hesitate to reach out. My inbox is always open!
