Are You an Accidental Manager? Why Leadership Development Matters

Do you want to be a manager? Or are you one of the many accidental managers out there?

The Rise of Accidental Managers

According to a recent survey by Gartner, one in five managers would prefer not to be in a managerial role if given the choice. This begs the question, how did so many accidental managers end up in roles they don’t want?

Many of these managers were promoted based on organizational needs, not because of their own desire or readiness for the role. Others may have sought out the position but quickly realized they were not prepared for the demands of being a manager.

So why does this matter?

The Impact of Unhappy Managers

Unhappy managers can have a detrimental effect on their teams and the organization as a whole. Disengaged managers can lead to disengaged employees, which can result in higher turnover rates and even affect employees’ mental health.

Replacing a bad manager can also be costly for a company, with estimates ranging from 1.25 to 4 times the manager’s salary.

The Solution: Leadership Development

So what can organizations do to prevent the rise of accidental managers?

The answer lies in leadership development. By offering opportunities for leadership development earlier and more broadly, companies can create a culture of self-awareness and intentional career growth.

But leadership development isn’t just about preparing employees for managerial roles. It’s also about empowering all employees to reach their full potential, whether they have a managerial title or not.

Investing in leadership development also has the added benefit of diversifying senior leadership and identifying potential leaders among employees who may not have considered a managerial role before.

Training Doesn’t Go to Waste

Some may argue that providing leadership development training to employees who don’t eventually become managers is a waste. However, investing in these employees does not go to waste.

Power and influence are not tied to job titles. Informal leaders, those who hold credibility within the organization but do not have a managerial title, can also benefit from leadership development training. These employees can make a significant impact on their teams and the organization as a whole.

Creating a Culture of Self-Discovery

One way to prevent accidental managers is to encourage aspiring managers to self-discover if management is the right fit for them. By exposing employees to the challenges of the role early on, they can determine if they have the desire and readiness to take on a managerial position.

This approach not only benefits the individual but also the organization. Employees who feel fulfilled and engaged in their roles are more likely to stay with the company, resulting in higher retention rates and a positive company culture.

The Bottom Line

In a perfect world, all managers would be happy and fulfilled in their roles. However, the reality is that not everyone is cut out to be a manager. By investing in leadership development for all employees, companies can prevent the rise of accidental managers and create a culture of self-discovery and growth.

Leadership development is not just about preparing future managers; it’s about empowering all employees to reach their full potential and contribute to the success of the organization. So, are you an accidental manager? With the right training and support, you can become a successful and fulfilled leader in your organization.

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Este artigo teve a curadoria de Otello Bertolozzi Neto. Cofundador e CEO da Galícia Educação. Coach profissional e executivo com larga experiência no mundo digital e mais de 20 anos em negócios online. Um dos pioneiros em streaming media no país. Com passagens por grandes companhias como Estadão, Abril, e Saraiva. Na Ânima Educação, ajudou a criar a Escola Brasileira de Direito e a HSM University dentre outras escolas digitais que formam dezenas de milhares de alunos todos os anos.