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.
