“Honestly, I’m relieved to finally get some coaching. I’ve been managing people for years… but I never got the time to really learn the nuances—the things that make all the difference.”
That’s what one of my coachees told me recently.
And it hit a nerve.
A familiar story from the field
As a leadership coach and trainer, I hear this over and over.
Participants often react with disbelief when I introduce a practical tool—like how to give honest feedback, hold a boundary, or create clarity in delegation.
They ask:
“Why has no one ever told me this before?”
The answer? Because we expect people to lead without ever preparing them.
The global cost of accidental management
In 2023, a report from the Chartered Management Institute (CMI) and YouGov revealed that:
-
- 82% of UK managers are promoted without formal training
-
- 1 in 3 workers have left a job due to toxic workplace culture
-
- Half of those with ineffective managers plan to quit within a year
DDI Global Leadership Forecast
In 2023, the report highlighted that :
-
- 87% of organisations promote people without preparing them
-
- Only 40% of frontline leaders receive structured development
The 2025 DDI report shows that there are striking gaps between the skills leaders need and the development organizations provide. While leaders overwhelmingly recognize the importance of future-oriented capabilities, their actual preparation falls short.
-
- setting strategy – managing change – developing future talents and decision making.
How can you ensure that without proper training?
WEF Future of Jobs Report 2025
But investment in actual leadership development remains low
I’d say it’s also a responsibility—to your people, to your culture, and to yourself.
-
- Leadership and social influence are in the top 5 critical skills
-
- But investment in actual leadership development remains low
The shift: From technician to leader
Line Managers often promote people based on technical performance. But leading people is an entirely different job.
It requires:
-
- The ability to give feedback that doesn’t destroy trust
-
- Emotional agility under pressure
-
- Awareness of power and responsibility
-
- The skill to energize others—not just get things done
These aren’t innate traits.
They’re learnable skills.
But only if we give managers the space and support to grow.
It’s not too late to lead intentionally
If you’re managing a team and you’ve never been trained—you’re not alone.
You didn’t fail. You were set up without the tools.
But the good news? You can catch up.
I’ve seen the shift happen time and again in coaching and workshops.
That moment when someone says:
“I finally understand what leadership actually means.”
That’s where it begins.
Let’s talk about it
Have you ever been promoted without being prepared?
What support would’ve helped you most?
What’s one leadership skill you wish you’d learned earlier?
Want to help your managers grow with intention—not assumption?
Let’s talk about coaching or leadership development tailored to your team’s reality.
👉 [Book a call with me]
👉 [Download my guide: From Accidental Manager to Intentional Leader]
