The 3 Signs Your Managers Need Leadership Training (Even If They’re Good at Their Jobs)
Managers don’t need to be struggling to benefit from leadership training.
In fact, the best time to invest in development is often before things break. Good managers — the kind who genuinely care, want to do well, and are already keeping the wheels turning — are usually carrying more than most people realize.
They’re also the ones who can make the biggest difference when they’re given the right tools.
So how do you know it’s time to invest in leadership training, even if your managers aren’t waving a flag? Start by looking for these three signs.
1. Managers Are Avoiding Hard Conversations
Maybe feedback is delayed. Maybe it’s sugar-coated. Maybe nothing is said at all.
If managers are hesitating to address issues, clarify expectations, or have performance conversations, it doesn’t mean they’re ineffective. It usually means they haven’t been shown how to do it well.
Training gives managers the tools, language, and confidence to handle tough conversations without avoidance or reactivity. When those conversations improve, everything else gets easier, from accountability to trust to team dynamics.
2. Teams Are Delivering, But the Leaders Are Drained
Work is getting done, but it’s starting to feel heavy. There’s friction between departments, tension in meetings, and more emotional labour happening behind the scenes.
This is often a sign that managers are over-relying on grit and instinct, rather than leading from a clear and shared framework. Leadership training helps take the pressure off. It gives managers a structure to work from, shared language across the team, and tools to lead with clarity instead of just effort.
When the load is shared more intentionally, leaders can show up with more presence (and less burnout).
3. Everyone’s “Busy,” But the Basics Are Getting Missed
If 1:1s keep getting bumped, performance feedback is inconsistent, or onboarding feels improvised, it’s time to pause. These things aren’t extra. They’re essential.
When foundational leadership practices start slipping, it’s usually not from lack of care. It’s because the structure to support those habits hasn’t been built yet.
The right training program doesn’t just cover what managers should do. It helps them practice how to do it consistently and in a way that actually fits their workflow.
Why It Matters
Great leadership doesn’t come from having the title. It comes from having the tools. When good managers are supported early, they become even better leaders. And when leadership skills are shared across the organization, everything gets stronger: performance, retention, culture, and clarity.
Ready to invest in your managers before the cracks start to show?
Book a custom training consult to learn how Origami HR can design and deliver the right leadership training for your team.