#52 Blog. Why a Leadership Program Alone Isn’t Enough for First-Time Managers

If your HR reached out to have you joining a leadership development program since you’ve just stepped into your first management role- congratulations. You should join!

But you should also know, it’s not enough!

These programs are incredibly valuable, but what happens in between matters. 

The benefits go beyond the tools and materials you learn. A good program helps create a shared organizational mindset- a common language of leadership, a sense of belonging to something bigger, and a chance to connect with other managers going through similar challenges. You will learn theories around leadership mindset, feedback and trust, delegating and managing up etc. And in a great program you will also practice- and a lot!.

I know this well because I design and facilitate these programs myself. When they’re done right, they give you frameworks, tools, and inspiration. They raise your awareness about what leadership means and why your new role matters.

But here’s what I want you to know: attending a program alone won’t make you a confident, capable manager.

I will be direct here, I know, but I think you should be aware and take the ownership for your own development.

Why Programs Alone Aren’t Enough

• The real world looks different. In a program, you practice skills in a safe setting. Back at work, you’re navigating messy conversations, team dynamics, and the pressure to perform. That’s where things get complicated.

• Context matters. Every team is unique. What you learn in a classroom doesn’t always translate perfectly to your situation, and dealing with real life situations for the first time is different than class.

• Confidence takes time. Leadership isn’t something you master in a single event- it’s something you grow into, day by day, through practice and feedback.

  
  

What You Actually Need in addition as a First-Time Manager

You need more than a one-time program:

• Real-time support to help you bridge the gap between “what I learned” and “what I’m facing right now.”

• Space to reflect on what’s working and what’s not.

• Small, steady reminders that keep you focused when day-to-day gets overwhelming.

• Permission to be “good enough.” You don’t have to be perfect. Like the idea of the “good enough parent,” you just need to provide your team with structure, care, and consistency while you learn and grow.

  
  

How to Bridge the Gap

As an HR leader myself, I know HR should be a resource where you can turn for guidance, fresh perspective, and support- not just the place you go for the “Employee Handbook.” But the reality is, HR teams are often stretched thin.

Ideally, your own manager would also be that safe space- a mentor you can go to with questions, challenges, and honest conversations. But we know that’s not always possible, and sometimes it just doesn’t fit the relationship (especially if you are facing some challenges dealing with managing up).

You will need to find you a resource to the in-between.

1:1 coaching is ideal. You have a person who knows your challenges and had a chance to support a lot of managers with similar situations. But 1:1 coaching is not always reachable.

That’s exactly where tools like RiseBud come in. RiseBud was designed to support you in between programs, when the theory ends and the real challenges begin.

RiseBud delivers practical, personalized coaching to help you navigate challenges, grow your skills, and lead with confidence from day one. It’s not another course or heavy workbook- it’s an in-between support system designed to help you practice leadership in real life.

The Bottom Line

If you’ve just joined a leadership development program, that’s a fantastic step forward.

Use it to build a foundation, learn the language of leadership, and connect with others. But don’t stop there.

Your growth as a manager happens in the day-to-day practice, in your team meetings, your one-on-ones, and the quiet moments where you’re figuring out what kind of leader you want to be.

A program can open the door. But with the right support tools you’ll have the guidance, reinforcement, and confidence you need to step through that door and grow into the leader your team deserves.