Library

Articles

Manager training programs: The 5 mistakes that will undermine your entire strategy

Aug 5, 2025

min

©Blify

Mistake #1: Designing programs without involving managers

This is the original sin of most training initiatives. Too often, programs are created in isolation—by HR or L&D teams—based on assumptions about what managers need, without actually asking them.

The result? Overly theoretical, one-size-fits-all content that feels disconnected from the real-world challenges managers face.

But things have changed. Today’s frontline and middle managers are looking for practical, contextualized guidance that fits into their daily work. That’s a clear takeaway from interviews conducted by Blify with managers at companies like Sortlist, Comet, and Kaufman & Broad. As one manager put it, “I don’t need another module about feedback theory. I need to know what to say to my team on Monday morning.”

Research from Josh Bersin backs this up: organizations that co-design training with their end users see 2–3 times more engagement. Co-creation isn’t a best practice anymore—it’s a non-negotiable.

Mistake #2: Delivering knowledge without practice

PowerPoints, pre-recorded lectures, and PDFs are still the norm. But there’s a glaring omission: no practice.

This is a critical flaw. Without real-life application, there is no lasting learning.

As proven by Hermann Ebbinghaus’ forgetting curve, 70% of knowledge is lost within 48 hours if it isn’t reinforced. The Harvard Business Review highlights that the only leadership programs that truly drive behavior change are those that include immediate opportunities to apply new skills, ideally with real-time feedback.

Forward-thinking companies are turning to:

Scenario-based simulations
Peer coaching and action learning
Manager “sparring sessions”
Even AI-driven role-play tools, like those being deployed by Kaufman & Broad to scale best practices across their teams.

Mistake #3: Using outdated, linear content formats

Let’s face it: no one is excited to sit through a 45-minute video on management theory anymore.

Today’s learners—especially managers juggling meetings, deliverables, and team crises—expect short, interactive, non-linear experiences. As Josh Bersin explains, “The SCORM course paradigm is dead. It no longer aligns with how people actually learn.”

Leading companies are embracing learning in the flow of work: training that happens inside the tools managers already use, like Slack, Teams, or the CRM.

Learning becomes conversational, contextual, and real-time. And with the rise of generative AI, these experiences are finally scalable and personalized.

Webinar

Company culture, powered by the new generation of AI agents

How to Scale and Embed Your Managerial Culture with AI: Real-world insights from Club Med, market trends, and a live demo of the right tool for the job

Mistake #4: Disconnecting training from business strategy

Too many training programs exist in a vacuum. No tie-in with business KPIs. No executive sponsors. No link to organizational transformation.

That’s a missed opportunity. Studies by McKinsey and the National Bureau of Economic Research show that management quality accounts for up to 30% of productivity differences between otherwise similar companies. Top-performing organizations also attract and retain better talent, and promote faster.

A leadership training program should never be a “nice to have.” It should be treated as a strategic lever, fully aligned with business goals—and built to move the needle.

Mistake #5: Failing to measure real-world impact

Let’s talk about measurement. Completion rates might make a good dashboard—but they say nothing about real-world effectiveness.

“98% completed the course.” Great. But:

What did they actually retain?
Did they change any behaviors?
Did their teams perform better?

Top L&D teams now embed impact metrics from day one. They track:

Application rates on the job
Post-training feedback behaviors
Changes in manager KPIs (engagement, retention, team performance)
Pre- and post-training self-assessments

Some companies go further, using AI-driven analytics to detect behavior change through tools like Slack, CRM activity, or 1-on-1 conversations. This helps measure whether managers are truly applying what they learned—at scale.

Final takeaway: Stop thinking “training,” start thinking “transformation”

A high-impact manager training program isn’t about delivering content. It’s about creating a real learning experience—one that’s relevant, engaging, practical, and continuous.

Avoiding these five common mistakes is how you shift from checking a box… to actually growing your leadership culture.

Want to challenge your current approach? Ready to explore innovative formats that meet modern needs? Let’s talk about Blify. And if this article resonates, share it with your L&D peers—and help reimagine what manager training can really do.

⸻

FAQ

To find out more, here are some answers to your main questions...

What makes a manager training program effective?
An effective program is co-designed with managers, aligned with business goals, focused on real-world application, and continuously measured for impact.

Why do most leadership development programs fail?
They often rely on outdated formats, lack context, ignore real business challenges, and don’t include practical application or performance metrics.

How do you involve managers in program design?
Conduct user interviews, build pilot groups, test content in real settings, and collect feedback iteratively before scaling.

What are the best training formats for today’s managers?
Short-form, interactive, scenario-based formats that integrate with daily workflows—like Slack, email, or CRM systems.

How should you measure the success of leadership training?
Go beyond completion rates. Track behavior change, on-the-job application, engagement metrics, and team performance over time.