Introduction
When we talk about leadership development, the spotlight often falls on first-time managers — and rightly so. But what about experienced managers? The ones who’ve been leading teams for years, navigating change, managing performance, and driving business outcomes?
Too often, experienced managers are overlooked in training and development strategies. Yet they are the backbone of your leadership culture. Supporting and developing experienced managers isn’t a luxury — it’s essential for organisational performance, employee retention, and sustainable leadership pipelines.
The Challenge: Growth Plateaus and Role Complexity
Experienced managers often face a different kind of challenge: they’re no longer learning the basics — but they’re facing increasingly complex demands.
They’re managing larger or more diverse teams, influencing across departments, and navigating higher-stakes decisions. At the same time, they may be dealing with leadership fatigue, unclear expectations from above, or a lack of fresh feedback.
Without continued support, even high-performing managers can plateau. They risk falling into habits that no longer serve their teams — or worse, disengaging altogether.
Why Ongoing Development for Experienced Managers Matters
Supporting experienced managers helps them:
- Adapt their leadership style to changing team dynamics and business needs
- Develop coaching skills to grow future leaders
- Foster innovation and inclusion within their teams
- Maintain engagement and performance over the long haul
And let’s not forget: Experienced managers set the tone for your company culture. If they’re not growing, chances are their teams aren’t either.
3 Practical Ways to Support and Develop Experienced Managers
1. Invest in Peer-to-Peer Leadership Forums
Experienced managers thrive when they can learn from one another. Create structured spaces for peer coaching, roundtables, or cross-functional leadership forums. These groups are invaluable for solving real-world challenges, building networks, and sharing lessons that go beyond textbook solutions.
Tip: Make these forums regular, facilitated, and psychologically safe. The best learning happens when leaders can be vulnerable without fear of judgment.
2. Tailor Training to Real-Time Business Challenges
Generic training won’t cut it. Offer advanced leadership programs that tackle current challenges like leading through change, strategic decision-making, psychological safety, or building high-performing hybrid teams. Focus on practical tools and reflection — not just theory.
Tip: Use internal data (like engagement scores or 360 feedback) to identify themes and design learning that’s truly relevant to your managers’ context.
3. Provide Access to Executive Coaching or Mentoring
Coaching is one of the most effective ways to unlock leadership growth. Whether it’s through external coaches or internal mentors, experienced managers benefit hugely from personalised development that targets their unique leadership blind spots and strengths.
Tip: Position coaching not as a remedial tool, but as a reward and investment in high-potential leaders.
Conclusion: Don’t Let Your Best Leaders Stagnate
Experienced managers deserve ongoing development just as much as new managers. By investing in their growth, you retain top talent, build a stronger leadership culture, and future-proof your business.
Treat manager development as a journey, not a checkbox — because the best leaders never stop learning.