In my very first management position, I made a significant mistake. I’m sure I made many, but
this one sticks out. I saved some critical feedback for one of my staff until their annual
performance review instead of addressing it right away. Worse, I provided the feedback only in
writing—no conversation, no opportunity to ask questions, no chance to dig deeper or gain
clarity. Just a cold, “This is what you did wrong.”

I cringe just thinking about it now. But I didn’t know! No one told me how to handle these
situations properly. I had been promoted to Manager because I was a strong individual
contributor, not because I had any experience managing people.

There’s an actual term for this: the Peter Principle. It describes the phenomenon of individuals
being promoted to their level of incompetence—essentially, being promoted because of past
performance without the skills necessary for the new role. At the time, I was the Peter Principle
in action.

The Shift from Contributor to Manager

Being a successful manager requires a very different set of skills than those needed to be a
strong individual performer. You’re no longer responsible for just your own work—you’re
responsible for leading, developing, and managing others. And that’s where many new
managers struggle, just like I did.

As a manager, you need to know more than just your trade or craft. You need to understand
HR regulations to protect your staff and organization from legal issues, know how to conduct
meaningful performance reviews, and recognize and address poor performance in a timely
manner. The skills required to hire, fire, and run productive team meetings are all part of the
new manager’s toolkit.

Most new managers, like me, were promoted because they excelled in their own roles—not
because they had experience managing people.
Why Manager Essentials Training Matters

If you have individuals on your team who oversee others, we can help. Our Manager Essentials
Training Program is designed to equip managers, whether they’re new to leadership or
seasoned veterans, with the tools they need to succeed. We know the challenges that
managers face because we’ve been there ourselves.

Our program leverages decades of management experience, extensive HR expertise, and
leadership knowledge to provide a comprehensive guide to managing people effectively. From
mastering performance reviews and handling difficult conversations to understanding HR
policies and fostering team engagement, we cover it all.

The Outcomes of Effective Manager Training

What does effective management training look like? It means managers who feel confident in
their role and teams that feel supported and heard. It results in reduced turnover, increased
productivity, and a healthier work culture. By investing in your managers, you invest in the
long-term success of your organization.

Don’t let your managers fall into the Peter Principle trap. Help them develop the skills they
need to lead with confidence and clarity. With our Manager Essentials Training Program, we
can transform your managers from overwhelmed to empowered.