I have seen many managers attend training programmes, learn new approaches and return to work motivated.
A few weeks later, many are managing in much the same way. The issue is not always the quality of the training. Knowledge alone rarely changes day-to-day behaviour.
Managers need opportunities to apply what they learn 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 as they work through those situations.
Manager development does not end in the training room. It starts there. Change happens afterwards, in the flow of everyday work.
Learning creates knowledge. Application creates performance.