{"id":26363,"date":"2026-07-23T14:44:21","date_gmt":"2026-07-23T11:44:21","guid":{"rendered":"https:\/\/www.talentlms.com\/blog\/?p=26363"},"modified":"2026-07-23T17:38:02","modified_gmt":"2026-07-23T14:38:02","slug":"leadership-development-for-managers","status":"publish","type":"post","link":"https:\/\/www.talentlms.com\/blog\/leadership-development-for-managers\/","title":{"rendered":"Leadership Development for Managers: Common Mistakes and Fixes"},"content":{"rendered":"

Many companies pour a lot of money into management training programs and rarely see a return. They know the<\/span> importance of leadership training<\/b><\/a>, like the fact that managers are responsible for<\/span> 70%<\/span><\/a> of the variance in employee engagement, but struggle to get the execution right.<\/span><\/p>\n

A lot of that has to do with using traditional leadership training. With that, leaders end up memorizing high-level theories instead of learning the practical skills they need to be managers.\u00a0<\/span><\/p>\n

You can see the exact cost of that approach in the<\/span> TalentLMS Skills Visibility Report<\/b><\/a>. 90% of managers think they understand their team\u2019s skills, but only 69% of employees actually agree.<\/span><\/p>\n

That 21-point perception gap proves they haven\u2019t learned how to assess team skills.\u00a0<\/span><\/p>\n

While that is a big reason, there are many others that get in the way of effective leadership development for managers. Below, we\u2019ll take a look at the biggest ones and how you can fix them.<\/span><\/p>\n

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TL;DR:<\/b><\/h3>\n
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