It’s a common assumption that leaders and managers are always looking to develop their skills, stay ahead of trends, and embrace learning opportunities. After all, they’re the ones guiding teams, making big decisions, and shaping the future of a business. But here’s the reality: not all managers want to learn. In fact, some actively try to avoid it.
The Reluctance to Learn
Why would a manager resist learning? There are plenty of reasons:
- They think they already know enough – Experience can breed confidence, but it can also create blind spots. Some managers believe that their years in the job mean they’ve got nothing new to gain.
- They don’t have time – Learning often takes a backseat to deadlines, meetings, and firefighting daily challenges.
- Fear of change – Learning means growth, and growth often means change. Some managers resist training because they fear it will challenge their current way of doing things.
- Ego and status – Admitting they need to learn something new can feel like an admission of weakness, especially for those who are used to being seen as the expert.
When Learning Opportunities Come Knocking
Even when learning opportunities are provided, they don’t always land well. Ever tried to introduce a new training programme to a team of managers, only to be met with eye-rolls, excuses, or outright avoidance? It can be frustrating, but it’s a common challenge.
Here’s what often happens:
- The “I don’t need this” mindset – Some managers will dismiss training as irrelevant before even giving it a chance.
- Tick-box mentality – They attend because they have to but mentally switch off, treating it as a chore rather than an opportunity.
- Lack of application – Even when they engage, they might struggle to apply new knowledge to their day-to-day roles.
- Short-term enthusiasm, long-term resistance – They get excited about new ideas in the moment but quickly revert to old habits.
Encouraging a Culture of Continuous Learning
So, what can businesses do to ensure that managers don’t just learn but actually embrace development?
- Make learning relevant – If managers don’t see the value, they won’t engage. Show them how new skills will make their jobs easier, their teams more productive, and their leadership stronger.
- Challenge outdated mindsets – Encourage managers to reflect on what they don’t know. The best leaders are the ones who recognise their gaps and seek to fill them.
- Lead by example – If senior leaders demonstrate a commitment to learning, it sets the tone for the rest of the organisation.
- Make it safe to learn – Fear of looking incompetent can stop managers from engaging in development. Creating a culture where learning is seen as a strength rather than a weakness is key.
Final Thoughts
Just because someone is in a management position doesn’t mean they’re automatically open to learning. Overcoming this reluctance takes time, patience, and a shift in mindset. But when managers do embrace development, the results can be transformational – for them, their teams, and the entire business.
If you’re in a leadership role, ask yourself: when was the last time you truly invested in your own learning? If it’s been a while, maybe it’s time to take your own advice.
Evolve focusses on developing leaders and managers through workshops that focus on current challenges. We do this through peer led discussion.
If you’d like to know more about the training programmes offered by Evolve please email [email protected]
