Blog

compass held by business person
From accidental to accountable: Why first-line managers deserve better training

Table of Contents

 

Climbing the career ladder in UK businesses often starts with being great at your job—but staying at the top takes more than just technical know-how. A brilliant teacher becomes a Head of Department. A top-performing Accountant is asked to lead a team. A skilled Solicitor is handed supervisory responsibilities. But there’s a catch: most of these new managers have never been trained to lead.  This highlights a growing need: first-line managers deserve better training, ensuring those promoted for their technical skills are also equipped to manage and lead people brilliantly.

These are what we call accidental managers—individuals promoted for their technical skills, not their leadership capabilities. And they’re everywhere.

According to the Chartered Management Institute (CMI), a staggering 82% of UK managers step into leadership roles without any formal training 1. That’s over four in five managers navigating the complexities of people management without a compass.

compass held by business person

 

The consequences? One in three UK employees has left a job due to poor management or toxic workplace culture 1. And with only 27% of line managers expressing confidence in their senior leadership’s ability to drive strategy 2, the disconnect is growing.

Why first-line managers matter more than ever

First-line managers are the linchpin of organisational culture and performance. They’re the ones who:

– Set the tone for team morale

– Translate strategy into action

– Handle conflict, feedback, and performance issues

– Influence employee engagement and retention

As Simon Sinek wisely said,

“Leadership is not about being in charge. It is about taking care of those in your charge.”

But how can we expect managers to take care of others if we haven’t equipped them to lead?

The hidden cost of neglecting leadership development

Failing to invest in first-line leadership doesn’t just hurt morale—it hits the bottom line. Poor management is estimated to cost UK businesses billions in lost productivity each year. And with 71% of new managers reporting increased stress levels since stepping into their roles, burnout is becoming a silent epidemic.

What can be done?

It’s time to stop setting accidental managers up to fail. Here’s how your organisation can start making a difference:

  1. Start early: Don’t wait until someone is promoted. Begin leadership development as part of career progression planning.
  2. Make training practical: Focus on real-world skills—coaching, feedback, delegation, emotional intelligence.
  3. Create safe spaces: Offer mentoring, peer learning, and reflective practice to help new managers grow in confidence.
  4. Measure Impact: Track engagement, retention, and team performance to show the ROI of leadership development.

How we help

We specialise in transforming accidental managers into confident, capable leaders. Our programmes are designed for professionals who are brilliant at what they do—but need support to lead others effectively. Whatever sector you’re in, we tailor our approach to your context.

Because leadership isn’t just a title—it’s a skill. And it’s one that can be learned.

Ready to equip your first-line managers?

Let’s talk about how we can help your people lead with confidence. Click here to book a consultation call with Rebecca to explore.

Share this post:

Latest blog posts:

Get in touch

View all testimonials