The Accidental Manager: Why Leadership Training Can’t Be Optional

(TL;DR): With 60% of managers stepping into leadership roles without training, here’s how we can bridge the gap for new team leaders.

The Accidental Manager Crisis

A recent Yahoo Finance article stated that nearly 60% of managers are “accidental”—taking on leadership roles without formal training. The article resonated acutely with me because it explains so much about the struggles many new team leaders face—and is, in effect, the “origin story” of our book.

Leadership isn’t just another skill; it’s an entirely different job. And yet, most organizations throw new managers into the deep end without a life raft. For these accidental managers, the stakes are high:

• Team Dynamics: A leader’s lack of preparation can lead to disengaged teams and unnecessary turnover.

• Self-Doubt: Many new managers question their ability to lead effectively without tools or frameworks—which can lead to or exacerbate imposter syndrome.

• Organizational Impact: Poor leadership at the team level cascades into missed opportunities, inefficiencies, and cultural stagnation. Worse still, as I covered in November, ineffective leadership—paradoxically—scales more effectively than good leadership.

If all of this sounds familiar, it’s because many of us have been there—or seen it firsthand. Let’s explore.

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Why “Managerial Accidents” Happen

The root of the problem is systemic:

1. Promotion ≠ Preparation: High performers are often rewarded with leadership roles, but success as an individual contributor doesn’t guarantee success as a manager.

2. Sink or Swim Mentality: Many organizations expect new managers to “figure it out” on their own—defaulting to the effective, but often overused and misapplied, 70-20-10 model.

3. Lack of Infrastructure: If they exist, leadership development programs are often underfunded or only offered to a handful of ‘select’ senior executives.

The result? Accidental managers inherit teams but rarely the tools or support needed to succeed.

How to Support Accidental Managers

While systemic change is necessary, there are practical steps new managers and organizations can take today to bridge the gap:

1. Invest in Self-Directed Learning

   • If you’re a new manager, don’t wait for your organization to provide training. Seek out resources like books, podcasts, and leadership courses.

   • Frameworks like the ones in Big Things F@$t can provide practical tools for managing teams, driving impact, and building confidence.

2. Ask for Feedback Early and Often

   • Feedback isn’t just for your team—it’s for you too. Create a culture of openness where team members feel comfortable sharing what’s working and what’s not. Explore the use of 2:1s to maximize reach and minimize bias.

3. Find a Mentor

   • Leadership is easier when you’re not doing it alone. Seek out someone who has walked this path before and can offer guidance.

4. Adopt Simple Frameworks

   • Tools like the Progressive Engagement Map or the Return on Experimentation (RoEX) framework outlined in Big Things F@$t can help you structure your approach to leadership without feeling overwhelmed.

For organizations, the message is clear: If we want to develop great leaders, we need to treat leadership as a discipline, not an afterthought. That means:

• Offering leadership training as part of every promotion to a managerial role.

• Normalizing mentorship and peer coaching within teams.

• Prioritizing leadership development in budgeting and strategic planning.

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Final Thoughts

Leadership isn’t an accident—it’s a practice.

If you’re a new manager, know this: You don’t have to be perfect to be effective. You don’t have to have all the answers. But you need to invest in your growth, seek resources, and build the systems and habits that make leadership work.

And if you’re an experienced leader, ask yourself: How can I support the "accidental managers" around me?

Or take action today!

➤ Buy the book for a new team leader or manager.
➤ Buy the book for all of your new managers as part of the prerequisite for training or their first year on the job as a new leader/manager. Actively discuss.
➤ Buy the book for all the aspiring, emerging, and high-potential talent in your leadership and management pipeline.

The journey to great leadership starts with one step. What will yours be?

Simple, not easy.

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Disclaimer: The insights and strategies discussed in this newsletter are based on the tools and methodologies from Big Things F@$t and are intended as general guidelines. While we have seen that these tools can significantly enhance leadership practices, their effectiveness may vary depending on individual circumstances, organizational culture, and specific team dynamics. We encourage readers to adapt and modify these recommendations to fit their unique contexts and to consider additional factors that may influence outcomes. Simply stated, the effectiveness of any tool or strategy is contingent upon its implementation and the environment in which it is used.

Are you interested in improving your or your team’s effectiveness? Reach out anytime at https://www.effectivedirection.com/contact