So, go with me on this one: Your teenager has been watching you drive for years - they have ridden alongside you for thousands and thousands of miles. You know they know that to drive you have to push the pedals, turn the wheel, and occasionally mutter some colorful language at the other drivers. So naturally, you toss them the keys to your brand-new car and say, "You've got this! Run to the store and pick up some bread - you’ll figure it out like I did!" Because that is how learning new skills work, right?
Sounds ridiculous, right? Most of us will never dream of putting our kids (or our vehicles) in that position.
Yet when it comes to leadership, this is exactly what we do! We take our brightest stars, hand them a team of actual human beings with careers, families, and aspirations, and essentially say, "Congrats on the promotion! You’ve had a supervisor for years so I’m sure you’ve picked up everything you need to know. Your office is down the hall. Good luck!"
Then we act surprised when things go sideways. When our talented people start heading for the exit. When important projects derail. When our once-confident superstar looks like they haven't slept in weeks. And, all too often, organizations expect these folks to power through and figure it out on their own.
Unfortunately, I've been there. Both as the unprepared new leader and as the division leader wondering why my brilliant promotion choice was struggling. After all, I pride myself on picking the hardest working, most honest, and completely trustworthy employees. The sad truth is that we're setting our new managers up to crash, and the cost is far greater than a dented fender.
The Leadership Crisis by the Numbers 💸
As a leadership coach, my job means that I keep up on all the latest research and then pull out the most important tidbits for managers like you. Today is no different. Here we go!
According to the new Gallup State of the Global Workplace: 2025 Report, manager wellbeing has declined from 60% reporting they were thriving in 2011 to just 52% in 2024. Female managers saw a seven-percentage-point drop in wellbeing in the past year alone.
Meanwhile, the costs of this leadership crisis are staggering:
- Entry-level employees who leave due to poor management cost an organization 30-50% of their annual salary to replace them (That’s $9,000−$15,000 for a $30,000 position)
- Mid-level managers cost organizations 100-150% of their annual salary
- And when your senior leaders or technical specialists leave, it costs the organization 200%+ of annual salary.
And the human cost? Well, that’s even more concerning:
- 50% of employees report high stress at work daily
- 22% feel a lot of sadness daily at work
- 50% are actively watching for or seeking a new job
- Only 31% of employees are engaged, while 17% are actively disengaged
This Week's Leadership Code Word: Well-being 🌿
The data is clear: when we invest in leadership development for ourselves and/or our managers, everyone benefits. Gallup found that managers who receive training are half as likely to be actively disengaged as those who don't.
Even better? When employers provide both training AND ongoing development encouragement, manager thriving increases from 28% to a remarkable 50%.
As one systems engineer from the UK put it: "If we are all working, going in the same direction, getting on with each other, being thankful to each other and respecting each other, then it makes anything you do easier, even if the project itself is going through some tough times."
This is Why I Created the Leadership Locksmith System 🔒
After spending years watching talented professionals struggle in leadership roles without proper support, I knew there had to be a better way. The Leadership Locksmith System exists because I know in my heart that competent, confident, and balanced leaders create workplaces where employees:
- Stay longer
- Engage more deeply
- Innovate and create freely
- Produce better results
In the private sector, this leads to higher profits. In the public sector, better service and more efficient use of public funds. In non-profits, more effective mission-driven work.
Harvard Business Review confirms that "investing in developing a company's leadership pipeline provides a significant competitive advantage for small businesses." While your competitors struggle with disengaged teams and revolving doors, you could be building that edge.
Ready to unlock your leadership potential? 🗝️
If you're tired of struggling yourself or watching your talented managers struggle or seeing your best employees walk out the door, let's talk. The Leadership Locksmith System provides the training, support, and practical tools you and your leaders need to thrive.
Book a leadership clarity call at tabbikinion.com or message me directly. Your team deserves leaders who've been properly trained to drive before being handed the keys.
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