Training Isn’t Enough. Proof Is.
- Eddie Geller
- Jun 1
- 2 min read
Most companies invest in manager training with the right intentions. Better communication, stronger leadership, more engaged teams.
And that’s a great start.
But it’s not enough.
Because here’s the uncomfortable truth: you can’t improve what you don’t measure.

And most organizations don’t actually know if their managers are getting better — or just getting by.
According to Gallup’s 2025 State of the Global Workplace report:
Only 44% of managers say they’ve received any kind of leadership development.
Even fewer are evaluated against meaningful leadership standards.
Meanwhile, engagement continues to slide and productivity stalls.
The result?
Training becomes a checkbox. A feel-good initiative. A cost center that’s rarely tied to outcomes.
From “We Trained Them” to “We Know They’re Leading Better”
The real shift organizations need isn’t more training — it’s accountability.
Not in the punitive sense, but in the measured, intentional, data-driven sense.
Are your managers reinforcing values?
Are goals consistently communicated and tracked?
Is feedback normalized, not feared?
Can their team challenge ideas without consequence?
These are leadership signals. And they’re measurable — when you have the right lens.
Measurement Turns Training into Impact
High-performing teams consistently exhibit:
Clarity around priorities
Cohesion around values and goals
Courage to grow, challenge, and adapt
But you can’t teach that in a workshop alone. You need to know if it’s showing up after the training ends.
That’s why forward-thinking companies are integrating leadership measurement into:
Quarterly reviews
Manager scorecards
Team performance dashboards
Culture and engagement diagnostics
Because once you can see how leadership shows up, you can coach it, support it, and improve it.
Training is where leadership starts. Measurement is where it actually takes hold.
🔵 Want to know if your managers are truly leading?
Try the SKOR Preview and move from hope to proof.