Part 2: The accidental manager problem: Why so many leaders are struggling and what we can do about it

Written By EZ Duzzit

Most people don’t become managers because they dreamed of leading teams. They get promoted because they were good at their jobs. And there are plenty of different reasons why one might accept the promotion.

Maybe it was a raise. Maybe it was status. Maybe it was the next rung on the ladder. Maybe it was the message so many of us have heard our whole lives: “Moving up means you’re succeeding.”

What rarely gets acknowledged is what happens next.

Almost overnight, your job becomes less about doing the work you were great at and more about guiding, supporting, and communicating with others. You go from being measured by your own performance to being responsible for the performance, wellbeing, and growth of an entire team.

And in most organizations, that shift comes with very little support.

According to research reported by Gartner, 85% of new managers receive no formal training when they step into leadership.

A global study by Robert Walters found that 66% of managers have never received any leadership training at all.

And the Chartered Management Institute (CMI) found a similar pattern in the UK, where over 80% of new managers receive no training.

The message is clear: we’re promoting people into leadership without preparing them to lead.

The Hidden Cost of Unprepared Leadership

When leaders aren’t equipped with the skills and awareness to lead people effectively, the impact ripples through every part of an organization.

Burnout increases. Managers spend more time reacting than leading, caught between pressure from above and expectations from their teams.

Engagement drops. Without clear communication and trust, collaboration breaks down.

Turnover rises. Research by Simon Sinek’s team on nearly 1,000 middle managers found that 27% are actively planning their exit, costing organizations billions in lost productivity and replacement expenses.

And Gallup’s landmark study, featured in First, Break All the Rules, found that at least 70% of the variance in team engagement is determined by the quality of the manager. In other words, the single biggest factor in whether people enjoy their work is who leads them.

It’s not that these leaders don’t care. It’s that they’ve never been shown how to navigate the emotional and relational challenges that come with leadership.

How We Can Help

Most leaders are doing the best they can with what they’ve been shown. And the truth is, many have never been taught how to lead people in a steady, conscious, or compassionate way. That’s where our work begins.

At The Leader’s Edge, we help leaders slow down enough to actually see what’s happening — in themselves, in their teams, and in the situations they’re facing. We don’t pile on more tools or tactics. We create space for leaders to notice their patterns and choose how they want to show up.

In our coaching, leaders start exploring things like:

  • What’s happening inside me in this moment?

  • Am I reacting from stress or responding with intention?

  • What part of this situation is mine to own?

  • How can I be honest and still stay connected?

  • What does integrity look like here?

When leaders learn to pay attention in this way, they stop getting swept up in pressure and start leading from a place that feels grounded and clear. From there, their leadership naturally begins to shift.

And here’s what we see again and again:

When leaders understand themselves, they connect more deeply with others. When they connect more deeply, they create safety and trust. And when there’s trust, collaboration and creativity flourish.

The Bottom Line

Leadership doesn’t have to feel heavy or lonely. It can feel alive, energizing, and deeply meaningful.

When leaders grow, everyone around them grows too. That’s the ripple effect we’re here to create.

An Invitation

If you’re a business owner, executive, or high-achieving manager who feels the stress, uncertainty, or loneliness that often comes with leading, you don’t have to carry it alone. If you’ve been reacting more than leading, feeling burned out, or wishing you had someone to help you navigate the human side of your role, I’m here for that. Sometimes a grounded conversation can lighten the load and help you see things more clearly.

And if you’re a CEO or HR leader who wants to better support your managers (especially those who were promoted without much preparation) I’m always happy to explore what might help. Whether your team is struggling with burnout, communication challenges, or the ripple effects of unprepared leadership, we can look together at what would make the biggest difference.

However you arrived here, if something in this resonated, if you want your work to feel lighter, more connected, or more meaningful, we would love to hear from you. My work is simply to support leaders and teams in finding their footing, building confidence, and creating environments where people can truly thrive.

Thanks for reading,

Dom

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Sources

EZ Duzzit
Next

Part 1: No one taught us how to lead