In today’s volatile, uncertain, complex and ambiguous (VUCA) business environment, organisations are increasingly aware that effective leadership is not a luxury, it is a necessity. Yet, despite this growing recognition, a significant proportion of those in management roles are woefully underprepared. These individuals are often known as “accidental managers”, employees promoted into managerial positions based on technical ability or tenure, rather than leadership potential or formal training.
What Is an Accidental Manager?
The term accidental manager refers to someone who has found themselves in a leadership position without receiving the appropriate development, support or preparation. These individuals may have been excellent in their previous roles, high-performing salespeople, skilled technicians or reliable administrators, but they have not been equipped to lead people.
According to the Chartered Management Institute (CMI), a staggering 82% of managers in the UK are accidental, having never received any formal management or leadership training. This is not a localised issue, it is a global trend that contributes to widespread challenges such as low engagement, poor productivity and high staff turnover.
Why It Matters, The Organisational Impact
The consequences of poor management are profound. Research from Gallup shows that managers account for at least 70% of the variance in employee engagement scores. Untrained managers often:
- Struggle to resolve conflict effectively
- Fail to provide meaningful feedback
- Undermine psychological safety
- Mismanage organisational change
The impact on business outcomes is significant. The Centre for Economic Performance at the London School of Economics found that differences in management quality account for up to 30% of productivity variance between firms. Furthermore, the CMI estimates that poor management costs UK businesses £84 billion every year.
These figures highlight a harsh reality, technical competence does not equate to leadership competence.
The Human Cost, Burnout and Isolation
The problem isn’t just commercial, it’s deeply personal. Accidental managers often report feeling overwhelmed, unsupported and out of their depth. In a recent report from Deloitte, nearly 70% of executives said they were seriously considering leaving their roles for jobs that better support their wellbeing, a sentiment that often begins at middle management level.
Without the tools to lead effectively, many accidental managers experience burnout, high stress and reduced confidence, which in turn affects the teams they manage.
Solutions, From Accidental to Intentional Leadership
The good news is that leadership can be taught, and organisations that prioritise development can transform accidental managers into purposeful, confident leaders.
1. Provide Structured Leadership Training
Managers need access to comprehensive training in areas such as emotional intelligence, inclusive leadership, coaching and leading through change. This shouldn’t be a one-off initiative, but a continuous journey.
2. Promote Psychological Safety
Leaders must feel comfortable acknowledging when they don’t have all the answers. Cultivating a culture that encourages learning and vulnerability creates space for real growth.
3. Offer Ongoing Support
Mentorship, coaching and peer learning groups help managers navigate challenges in real time and reduce feelings of isolation.
4. Measure Impact
Use engagement, performance and retention data to assess leadership effectiveness. This allows for early intervention and shows that investment in people management is paying off.
The Wellity Global Approach
At Wellity Global, we specialise in helping organisations transform accidental managers into effective, confident leaders. Our training programmes are trusted globally and have recently been delivered in cities including Shanghai, Nassau, New York, Dubai and Frankfurt.
Our most popular courses include:
- The Managers Masterclass
- Inclusive Leadership Programme
- Mental Health for Managers
- Leading Through Change
Training can be delivered onsite, virtually or through flexible eLearning options, making it easy to fit around busy schedules.
Conclusion: Turn Risk into Opportunity
Accidental managers are not the problem, the real issue is when they are left unsupported. With the right investment, these individuals can evolve into the inspiring leaders your organisation needs. And the returns, higher engagement, lower turnover and stronger teams, are not just possible, but measurable.
Sources
- Chartered Management Institute (CMI), Management Transformed Report
- Gallup, State of the Global Workplace Report
- Centre for Economic Performance, LSE
- Deloitte, Global Human Capital Trends 2023
