Most middle management training spend produces one outcome reliably. People who are marginally better at tolerating a system that shouldn't be tolerated.

That isn't a development outcome. It's an expensive coping mechanism. The problem isn't your middle managers. They are already the meat in the sandwich - absorbing mandates from above they didn't design and managing teams they can't always adequately support. Adding more training to that load doesn't address the squeeze. The real issue is structural. And no workshop touches that.

Australian businesses spent $8 billion on leadership development last year.

Only 20% of what was taught transferred into actual leadership habits.

The programs aren't broken. They're just solving the wrong problem.