Rethinking Who Owns Career Development
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Rethinking Who Owns Career Development
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One in two U.S. employees have left a job to get away from a manager. Managers also drive 70% of team engagement.
Read those two numbers together. Then ask yourself why so many articles, HR decks, and well-funded coaching platforms are arguing that career development should be taken out of managers' hands and outsourced to outside experts.
In episode 8 of The KEY to Your Next Step, Andrew Lederer pushes back.
Drawing on 15 years as VP of Learning and Development at a community bank, over 20 years teaching at the community college level, and recent research from Gallup, EdAssist, and Crowe, Andrew makes the case that the manager is not the obstacle. The manager is the engine.
Gallup has since released the 2026 State of the Global Workplace Report. The core findings in this episode are reinforced, not changed. Manager engagement has declined further since recording.
This episode covers:
- Why "let manager manage" is the wrong fix
- Where the data agrees that managers are undertrained, and what to do about it
- What the entire conversation about career development is missing
- A five-minute habit that does more than any annual review
- Direct asks for HR, for managers, and for employees who are not waiting
Whether you are building a development program, leading a team, or sitting in a job wondering if anyone notices, this one is for you.
SHOW NOTES
Article referenced: "Let Managers Manage: It's Time to Rethink Career Development with Education Benefits," EdAssist by Bright Horizons.
Research and data cited in this episode:
- Gallup 2025 State of the Global Workplace Report (manager engagement variance, manager training rates, coaching ROI)
- LinkedIn 2024 Workforce Confidence Survey (7 in 10 workers would leave for a bad manager)
- Crowe 2023 Bank Compensation and Benefits Survey (career development as top driver of bank turnover)
- Mercer 2025 Workforce Turnover Survey (financial services turnover trends)
- EdAssist by Bright Horizons (75% of managers want to support development; less than half have resources)