Sink or Swim? Rethinking How We Develop Managers

May 4

2 min read

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Despite everything we know about the pivotal role managers play in today’s workplace, we’re still asking the same old question: Are we setting them up to sink or swim?

Astonishingly, the answer for many organisations is still “sink.”

Just last week, Gallup released new research revealing that less than half of managers worldwide have received any formal training. This isn’t just a missed opportunity—it’s a ticking time bomb.

Managers are the linchpin of employee engagement, wellbeing, and performance. In fact, Gallup data shows that managers influence 70% of the variance in team engagement. They're also frequently cited as the reason people stay with an organisation—or leave it. And yet, too often, we continue to promote people into management with little more than a hopeful shrug.

Common Pitfalls in Management Development

Ask yourself: is your organisation guilty of any of the following?

⚠️ Promoting star individual contributors without confirming if they want to manage—or if they can?

⚠️ Tacking management responsibilities onto an already full plate, leaving burnout as the only likely outcome?

⚠️ Assuming “management is just common sense,” and skipping formal training altogether?

⚠️ Treating management as a necessary rite of passage or a box-ticking exercise?

⚠️ Believing that stressful, chaotic, meeting-packed days are just “part of the job”?

⚠️ Accepting that every year, it’s normal to quietly let a few managers go?

These beliefs and practices aren’t harmless—they’re costly. Poor management can erode morale, inflate turnover, and even negatively impact employee health.

A Better Way Forward

There is another way. One that doesn’t just stop managers from sinking but helps them confidently swim—and bring others along with them.

Here’s what that can look like:

✅ Intentional promotion: Choose managers based on aptitude and desire to lead, not just past performance.

✅ Structured onboarding and training: Equip managers with the tools, frameworks, and soft skills they need from day one.

✅ Ongoing support and development: Leadership isn’t a one-and-done skill. Provide mentoring, coaching, and opportunities to grow.

✅ Redefining success: Shift the focus from task supervision to people leadership, culture building, and team empowerment.

When we take management seriously as a skill—and not just a title—we set everyone up to thrive. Employees stay longer, perform better, and contribute more fully. And managers, instead of flailing, become the force multipliers they’re meant to be.