Every Manager Must Own Their Development
The Training Gap That's Sabotaging Your Success
82% of managers are "accidental" – meaning they received little to no formal training when they stepped into their leadership role. Sound familiar? Most likely that was you or someone you know. Somehow, we've normalized the idea that managing people – arguably one of the most complex and important skills in business – doesn't require proper training.
Note: I hear lots of dumb things in my job. One of the dumbest is when a person is promoted to manager, struggles, and then the organization says “I guess they don’t have the skills”. Like, do they think getting a promotion comes with magic fairy dust that makes you a manager? Ugh.
The Problem is Bigger Than You Think
The research paints a pretty sobering picture. One in four people in the workforce hold management roles, but only 27% of workers describe their manager as "highly effective". Even more telling, one in three workers has left a job specifically because of bad management. I’ve even seen some stats that say that number is one in two.
But here's what really gets me: two in five employees don't believe their manager has sufficient training or skills to perform their role. Ouch. That's not exactly a confidence booster when you're trying to lead a team toward success.
The pandemic made things worse. In 2019, about 68% of managers were considered "accidental." By 2023, that number jumped to 82%. Companies have been promoting people faster than they can train them, and everyone's feeling the pain. And when they do train them, it is usually outdated and insuffienct information.
Don’t get me started on companies like Meta and Amazon laying off managers and blaming them for the problem when the org made the mistake of not training them and then set them up to fail.
The Real Cost of Untrained Management
Let's talk about what this actually costs you personally. A fifth of managers aren't confident in their leadership abilities, and a third are looking to leave their jobs within the next year. When you don't have the tools to do your job effectively, work becomes stressful, overwhelming, and frankly, not much fun.
I've seen this play out countless times. Smart, capable people get promoted and suddenly find themselves drowning. They're trying to figure out how to give feedback, handle conflicts, motivate their teams, and manage up – all while still trying to do the technical work they were originally hired for. It's a recipe for burnout.
Almost half of managers say that lack of formal training contributes to lost productivity at their workplace. Translation: you're working harder, not smarter, because you don't have the right skills and frameworks to be effective.
Here's the Thing Your Company Won't Tell You
While companies should absolutely invest in manager training, here's the uncomfortable truth: you can't wait for them to figure it out.
Two in five managers say their organization doesn't provide enough training opportunities for them to manage their team effectively. Even when companies want to help, they often don't know how or don't have the resources to do it well.
This means you need to take ownership of your development. I know, I know – you're already overwhelmed, and now I'm telling you to add one more thing to your plate. But stick with me here, because this is actually the path to making your life easier, not harder.
In short: short-term pain for long-term gain.
Why Investing in Yourself Pays Off Big Time
The data on trained managers versus untrained ones is pretty compelling. Managers with formal training are significantly more likely to trust their team, feel comfortable leading change initiatives, and feel comfortable calling out bad behavior. They're also substantially more likely to feel confident in their abilities – 83% versus 71% for untrained managers.
Note: 71% of managers who weren’t trained feel confident in their abilities. That tells me that they aren’t even aware that they are not effective managers.
When you know what you're doing, several things happen:
Your stress levels drop. Instead of constantly second-guessing yourself or putting out fires, you have frameworks and strategies to handle situations proactively. You sleep better at night because you're not wondering if you're completely screwing up your team.
Your team performs better. Previous research shows that organizations investing in management development see, on average, a 23% increase in organizational performance and a 32% increase in employee engagement and productivity. Your people feel more supported, more motivated, and frankly, they're less likely to quit on you.
Your career accelerates. Good managers get noticed. They get promoted. They get opportunities. When you can effectively lead people and deliver results, you become valuable in a way that pure technical skills can't match.
What Kind of Training Actually Matters
You don't need an MBA to become a good manager. What you need are practical, applicable skills that you can use immediately. Think about areas like:
Having difficult conversations and giving effective feedback
Delegating work properly (this one's huge – most new managers either micromanage or under-manage)
Understanding different personality types and how to motivate each person
Seting proper expectations in the most effective way
Managing your own time and energy while supporting others
The key is finding training that's hands-on and applicable to your real-world challenges. Look for programs that include practice, feedback, and ongoing support rather than just one-off workshops.
Taking Action (Even When You're Busy)
I get it – finding time for training when you're already stretched thin feels impossible. But here's the thing: the time you invest in learning how to manage effectively will pay dividends in efficiency and reduced stress.
Start small. This community is a great start. Yet, it is a band-aid. The community becomes more helpful when you have the complete and solid foundation. Here are some ideas (some of this is a sales pitch):
Consider becoming a paying member of this community. You get access to more information and also better tools.
Become a coaching client. I can not only give you the foundation you need, but give you personal attention and also help you practice and reflect on your behaviors.
Interact with these posts! Every time someone comments, I get notified and I usually respond quickly. Take advantage of my years of experience.
Conclusion
The statistics don't lie: most managers are winging it, and it's not working for anyone. Your team deserves better leadership, your company deserves better results, and you deserve to feel confident and successful in your role.
Don't wait for your organization to hand you the training you need. Take ownership of your development. Invest in yourself. Learn the skills that will make you not just a manager, but an effective leader.
Your future self – and your team – will thank you for it. And who knows? You might even enjoy the job a whole lot more when you actually know what you're doing.