Imagine this scenario: A high-performing employee is promoted to a managerial role because of their exceptional technical skills. However, once in the role, they find themselves struggling to lead and inspire their team effectively. They’ve entered the realm of the "accidental manager."
This phenomenon is more common than you might think. Research from the Chartered Management Institute (CMI) in the UK reveals that one in four people in the workforce has management responsibilities, yet a staggering 82% of them haven’t received any formal leadership training. Instead of being prepared for their new responsibilities, many managers are thrown into the deep end, expected to figure it out on their own.
When managers are promoted without the necessary leadership training, the impact isn’t just on them — it ripples through the entire organization. The CMI study highlights several consequences:
Around 20% of managers lack confidence in their leadership abilities, which affects their decision-making and how they interact with their teams.
Without proper training, managers often struggle to address personal and work-related issues faced by team members.
Untrained managers may find it difficult to lead change effectively, address problematic behavior, or empower their teams to innovate.
The result? A disengaged workforce and a damaged company culture.
Demoralized employees are more likely to leave, leading to high turnover rates and the associated costs of hiring and training new staff. A toxic culture can also stifle innovation and collaboration, further impacting productivity and the bottom line.
The situation is no different in India. The Management Capability Development Index (MCDI) 2022 report by the All India Management Association (AIMA), in collaboration with KPMG, explores the overall management capability in Indian companies. It sheds light on various challenges that Indian managers face, such as lack of training in leadership competencies, especially as businesses have struggled to address emerging leadership needs.
Additionally, there are studies suggesting that promoting employees based on technical expertise alone — without leadership training — often leads to difficulties in effectively managing teams. The Ethical Coaching Company highlights this issue in its research, emphasizing how subject matter experts turned managers frequently face challenges in people management, which often leads to frustration, ineffective delegation, and burnout
This gap is particularly concerning in a country with one of the youngest workforces globally, where effective leadership is critical to harnessing the potential of a growing talent pool.
Let’s take the example of Indian startups, many of which have seen exponential growth over the past decade. A high-performing coder or sales executive may suddenly find themselves leading a team due to their technical expertise. Without proper training, they might struggle to set clear goals, manage conflicts, or provide constructive feedback — all essential skills for a manager.
In one instance, a rapidly scaling fintech startup in Bengaluru faced high attrition rates in its middle management. The reason? Employees felt their managers lacked the skills to communicate effectively or address team challenges. After implementing a structured leadership development program, the company saw a marked improvement in employee satisfaction and retention.
Similarly, Indian conglomerates are recognizing the need for leadership training. Tata Group, for instance, invests heavily in developing managerial capabilities through initiatives like the Tata Management Training Centre (TMTC), which focuses on preparing managers to take on leadership roles.
The challenges accidental managers face often boil down to one key issue: the skills required to lead are vastly different from the skills needed to excel in individual contributor roles.
Here are a few reasons why they struggle:
Leadership requires empathy, self-awareness, and the ability to build strong interpersonal relationships — skills that aren’t necessarily part of technical training.
Managers need to inspire, delegate, and provide feedback effectively. Without training, these critical communication skills are often underdeveloped.
Many first-time managers fall into the trap of micromanaging or trying to do everything themselves, leading to burnout and inefficiency.
Addressing team dynamics and resolving conflicts is a vital part of management, yet many accidental managers avoid these difficult conversations altogether.
To combat the challenges posed by untrained managers, organizations must invest in structured leadership training programs tailored to new managers. These programs should focus on:
Teaching managers how to set goals, delegate effectively, and manage time.
Helping managers build self-awareness and improve their interpersonal skills.
Equipping managers with the tools to navigate team dynamics and address issues proactively.
Training managers to give constructive feedback and guide their team members’ growth.
One notable Indian example is Infosys, which runs a comprehensive leadership development program for its managers. By focusing on practical, real-world scenarios, these programs ensure managers are well-equipped to lead their teams effectively.
The accidental manager is not a lost cause. With the right support and training, these individuals can grow into confident, capable leaders who inspire and engage their teams. But this transformation requires a conscious effort from organizations to prioritize leadership development as a cornerstone of their talent strategy.
By investing in their managers, companies can unlock higher levels of productivity, foster a positive workplace culture, and drive long-term success. After all, great leaders aren’t born — they’re made.
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