Over the years, I have seen many managers attend training programmes, gain new knowledge and return to work motivated.
A few weeks later, however, many are managing in much the same way. Not because the training was poor, but because knowledge on its own rarely changes day-to-day behaviour.
Managers need opportunities to apply what they learned to real situations: delegating a task, giving meaningful feedback, handling a difficult conversation or helping a team member improve performance. They also need feedback and coaching on how they handle those situations.
This is why I believe manager development does not end in the training room. It starts there. Real change happens afterwards, in the flow of everyday work.
Because learning creates knowledge.
Application creates performance.