“The manager is the single most important person in your organization.” – Gallup, It’s the Manager
When it comes to leadership development, most organizations are investing in classroom-style workshops, daylong seminars, or one-size-fits-all programs that check the training box. But if you’ve ever found yourself wondering, “Why aren’t our managers applying what they’ve learned?” - you’re not alone.
At Crothers Consulting, we’ve worked with hundreds of organizations and seen a common pattern: too many companies are treating leadership development as an event, when it’s really a process. To truly move the needle on engagement, performance, and retention, you need training that is practical, timely, and designed with behavioral science in mind.
That’s why we redesigned the Manager's Toolkit Training Program, a transformative approach to leadership development that’s grounded in adult learning retention science and supported by Gallup’s data on what actually drives employee engagement.
The Manager Is the Single Most Important Factor in Employee Experience
If you’re in HR, operations, or a leadership role, you already know how vital good managers are, but the numbers may still surprise you:
- According to Gallup’s It’s the Manager, 70% of the variance in employee engagement is attributable to the manager.
- Only 31% of U.S. managers are engaged in their work, and disengaged managers pass that disengagement down to their teams.
- Highly engaged business units see 23% greater profitability, 18% higher productivity, and 43% lower turnover compared to their less engaged counterparts.
These aren’t just stats. They represent real costs, and opportunities for your organization. When you don’t invest in manager development in a meaningful way, you risk losing your top talent, lowering morale, and burning out your best people.
Why Traditional Leadership Training Doesn’t Stick
Most training programs fail because they violate the basic principles of how adults learn and change behavior.
Let’s look at retention rates across different learning methods:
- 5% of knowledge is retained from lectures
- 10% from reading
- 20% from audio-visual content
- 50% from group discussions
- 75% when practicing
- 90% when teaching others or applying the learning immediately
This pyramid of learning (adapted from Edgar Dale’s "Cone of Experience") shows that practice and immediate application are key to long-term behavior change.
That’s why the Manager Toolkit is designed differently. It’s not a one-time event. It’s a behavior-shifting journey.
A Program Built for the Real World—And the Real Manager
Our redesigned Manager's Toolkit is an interactive blended learning experience that fits into the lives of busy managers, without sacrificing effectiveness.
Here’s how it works:
Short, Focused Learning Sessions
Six required modules and two electives are delivered in manageable live-virtual sessions, spaced biweekly to allow time for practical application. The kickoff and closing modules can be in-person half-day sessions to build relationships and momentum. These cover topics like Leadership Best Practices, Managing Team Operations, Time Management & Delegation, Managing Performance, Introduction to Coaching Skills, Conflict Management, Recognizing and Rewarding Employees and beyond.
Real-World Challenges Between Sessions
Participants complete structured challenges that empower them to practice new skills in real workplace situations. Think of it as gym reps for leadership muscles.
Tailored to Organizational Needs
Modules can be re-ordered or customized, and additional electives selected based on your current challenges, from conflict resolution to virtual team leadership.
Automated Coaching
Each manager, and their team, is onboarded to a daily micro-coaching platform that uses assessment data to provide customized insights. This extends the learning from the classroom into the day-to-day workflow, right when it matters most.
Behavior Change at the Individual and Team Level
Microlearning is a game-changer. Not only does it support individual leader development, but it also helps managers adapt to the work styles and strengths of their team members.
- Your leaders learn how to tailor communication.
- They understand how to coach based on individual motivators.
- And they build more connected, aligned, and effective teams.
This turns leadership development from generic and theoretical into something personal and practical.
More Than a Manager Program: A Culture Strategy
When you invest in real manager development, you’re not just helping a few people learn new skills. You’re shifting the culture of your organization.
Gallup’s It’s the Manager makes this clear:
“The quality of managers and team leaders is the single biggest factor in your organization’s long-term success.”
In other words, if you want to build a high-performing, resilient, people-first organization, start with your managers.
Manager Toolkit Outcomes You Can Expect
Organizations that invest in this approach can expect:
- Better engagement: Managers are better equipped to coach, connect, and recognize their teams.
- Stronger alignment: Clearer expectations and better feedback loops drive performance.
- Improved retention: Employees stay longer when they’re developed and led well.
- Higher team collaboration: Tools like DISC and Cloverleaf foster trust and inclusion.
- Ongoing development: Microlearning sustains growth well beyond the final session.
And according to SHRM, companies using microlearning models see a 130% increase in engagement and productivity.
Our redesigned Manager's Toolkit gives your leaders the tools, insight, and support they need to lead with confidence, and gives your organization the culture-building ROI it deserves.
Curious to learn more? Let’s Talk.
If you want to give your future leaders the tools, insight, and support they need to lead with confidence and sustain behavior changes, Reach out to schedule a complimentary consultation and explore how we can tailor the Managers Toolkit to your organization’s goals.