A 2016 survey of 500 managers from micro-learning platform Grovo found that 44% felt unprepared for their role; 87% wished they had more training. 

Managing and leading is a forever evolving skill & traditional learning & development does not cut it any longer. The above figures suggest that companies do not provide enough or possibly effective training. Giving out a new title does not mean the employee knows how to do that job when it looks vastly different to what they are used to.

Expectations that by being a manager or leader results in having the knowledge, agility & attributes, often harm these employees when they do not live up to them. This DIY approach will impact your organisation & not in a good way. A few reasons why management training does not work:

  • training is too long & too generic

  • after support & reinforcement is non-existent

  • individual base skill & competencies are not considered

  • mentoring & coaching is excluded from development

Be in touch if you want to improve managerial impact and results in your organisation.


Most students of management agree the transition from employee to manager is one of the most challenging in business

Victor Lipman , HBR