From Good to Great: How Managers Grew in Confidence and Capability in Just 3 Months
Overview
Oxygen partnered with an organization to deliver a custom management training program using our Management Essentials curriculum and framework. In just 3 months, halfway through the program’s duration, managers reported dramatic improvements in delegation, feedback, and relationship-building. Many went from rating themselves as “average” to “excellent” in just a few months. These results demonstrate why structured manager development programs matter, and how they deliver measurable ROI for organizations.
Key Takeaways
“Excellent” ratings in relationship-building nearly tripled (20% → 55%)
Managers improved significantly in delegation, feedback, and difficult conversations
Role-playing, peer learning, and frameworks like SMART goals and SBI+ feedback were cited as most impactful
These results highlight the ROI of management training and why companies should invest in manager development
Why Manager Training Matters
The cost of poor management is enormous. Nearly 60% of employees report leaving a job because of a bad manager. Gallup has found that managers account for up to 70% of the variance in employee engagement. Sink-or-swim approaches do not just fail managers. They drain team morale, increase turnover, and keep senior leaders mired in tactical firefighting.
That’s why structured manager development programs are so critical. They give new and experienced managers alike the tools, confidence, and community to succeed. Oxygen’s Management Essentials curriculum is designed to do just that, blending proven frameworks with hands-on practice and peer support.
And when managers apply those tools, they grow quickly.
The Baseline: Stuck in “Average”
When this program began, most managers rated themselves as functional but inconsistent. “Average” was the dominant self-assessment across skills like delegation, feedback, accountability, and running effective meetings.
72% described their team meetings as only average
Only 4% felt “excellent” at delegation
Zero managers felt “excellent” at handling difficult conversations
As one manager put it:
“I generally set clear goals, but not consistently. Misunderstandings and missed objectives happen more than they should.”
Another admitted:
“I handle tough conversations with moderate effectiveness, but I do not feel confident going into them.”
Managers weren’t failing, but they were not thriving either.
The Oxygen Curriculum in Action
Over three months, participants engaged in a series of live sessions, interactive role-plays, and peer discussions, all designed to make managers better right away. They didn’t just hear about frameworks. They applied them.
According to real feedback from the participants, some of the most impactful tools included:
SMART goals for clarity and accountability
SBI+ feedback model for structured, actionable coaching
Manager Operating System for running effective, consistent team meetings
Clear roles and responsibilities to reduce confusion and improve accountability
Start/Stop/Continue to encourage reflection and continuous improvement
Managers practiced these tools in real-world scenarios, reinforced their learning with peer feedback, and built confidence through repetition.
The Results: From Average to Excellent
Managers ‘excellent’ rankings dramatically improved after just 3 months.
Only halfway through the program the transformation was already beginning. Managers began excelling in the fundamentals of leadership.
Delegation: Excellent ratings rose from 4% → 22%
Constructive Feedback: “Fair” ratings dropped to 0%. Excellent rose to 22%
Difficult Conversations: 0% → 16.7% Excellent
Relationship Building: Excellent ratings tripled, from 20% → 55%
Goal-Setting: “Very Good/Good” doubled, from 36% → 77.8%
And importantly, by the midpoint review, no one rated themselves “Poor” in any skill area. Every manager made measurable progress.
What Managers Say Changed
Top 5 Manager Strengths Gained
When asked “Compared to before the training, what are your key strengths as a manager now?” participants highlighted:
Improved structure and organization. Better at planning, prioritizing, and managing workloads
Stronger communication skills. Clearer in setting expectations, giving feedback, and reducing misunderstandings
Greater confidence in having difficult conversations. More willing to address tough situations
Better listening and questioning. Leading to more engaged and informed conversations
Applying SMART goals and data-driven decision making to improve performance
Increased empathy and understanding. Maintaining strong relationships with the team
Improved delegation. More confident in distributing tasks effectively
Stronger focus on accountability and personal development
These comments reflect not just tactical improvements, but deeper shifts in mindset and confidence.
Why Peer Learning Works
Peer learning is powerful.
One of the standout themes from participants was the power of learning alongside peers. Managers highlighted:
Role-playing tough scenarios as a safe space to practice
Cross-functional insights that broadened their perspective
Hearing peers’ challenges as a way to normalize their own struggles
Facilitator quality as keeping sessions practical and engaging
As one participant noted:
“Role-playing helped me feel confident in real situations. Practicing was uncomfortable at first, but it is what made the learning stick.”
This kind of cohort-based learning differentiates Oxygen’s approach. Managers do not just learn concepts in isolation. They test, reflect, and grow together.
The Ripple Effect
It was not just the managers themselves who noticed the difference. Their own managers reported improvements in:
Delegation and goal-setting
Meeting effectiveness and productivity
Confidence and presence in cross-functional settings
One senior leader observed:
“I have seen them step into more of a strategic role, rather than staying in the weeds of operations.”
The impact cascades. When managers grow, their teams and senior leaders feel the difference.
Why This Matters for Organizations
The ROI of manager training is clear. Stronger managers:
Boost productivity by running more effective meetings and clarifying goals
Strengthen culture through clear feedback and accountability
Free senior leaders to focus on growth instead of micromanaging
Improve retention by building trust and reducing burnout
Without training, managers remain stuck in “average,” leading to costly turnover, low morale, and stalled growth. With Oxygen, they move to “excellent” just halfway through the program.
Don’t Settle for Average: Be Excellent
This program represents just part of the journey. The managers will continue practicing, applying, and strengthening these skills over the coming months. But even at this stage, the evidence is undeniable. Structured manager development works.
Managers don’t struggle because they lack potential. They struggle because they lack support. When given tools, structure, and a peer community, growth happens fast.
That is what Oxygen delivers. Not theory, not quick fixes, but lasting change. From “average” to “excellent.”
Ready to see these results with your own managers? Learn more about Oxygen’s Management Essentials program and give your managers the support they deserve.
