Young managers are often promoted based primarily upon technical competence. It is often assumed they will learn critical management skills by osmosis.

In truth, management does not come naturally to most people and the transition can be inordinately stressful (for all concerned) without effective preparation.


Most organizations don't have the time to offer comprehensive management training to their newly promoted leaders.

New managers are generally hesitant to speak openly about their knowledge gaps. They internalize stress, which impedes progress in all aspects of their job.

Organized group training often fails to deliver "bang for the buck" as too much highly generalized material is packed into a one or two day session.