Manager by opportunity
“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 recurrent story from the field
As a leadership coach and trainer, in my workshops participants often react with huge interest 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? Did my boss complete the training?” The answer? No, your boss did not undergo this training because he/she is expected to lead without ever preparing.
The global cost of manager “by opportunity”
Shocking numbers
The Anglo-Saxons are often cited as an example when it comes to leadership.Well, 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
In 2023, DDI Global Leadership Forecast the report highlighted that :
- 87% of organisations promote people without preparing them
- Only 40% of frontline leaders receive structured development
The report shows also that there are significant 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. How can you ensure your managers can fulfill these responsibilities without proper training?
These are the skills leaders say they need and in blue the proportions leaders who received the training.
Invest!
So as we can see, the investment in actual leadership development remains low. Corporations allocate significant funds to keep their software up to date to avoid threats, but they do not invest enough in their people! It’s the corporate responsibility to train their employees properly.
The World Economic Forum’s latest report shows that despite the fact that leadership and social influence are in the top 5 critical skills, the investment in actual leadership development remains low.
The shift: From technician to leader
Line Managers often promote people based on technical performance. Yet, leading people is an entirely different job. It requires:
- The ability to give feedback that doesn’t destroy trust and agencies of the person
- The skill to energize others—not just get things done
- Awareness of power and responsibility
- Emotional agility under pressure
These aren’t innate traits. They’re learnable skills.
But only if you 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]
