March 12, 2026
In its highly recognized report on the future of work, Gallup published the results of its global study in a book titled It’s the Manager. The subtitle made this observation: “The quality of managers and team leaders is the single biggest factor in your organization’s long-term success.” Just the facts here!
There is an enduring paradox in so many of our beloved packaging organizations. With all the talk about and sincere efforts to build a culture, tactical approaches often fall short. Although celebrations, employee recognition programs, awards, and bonus opportunities are all worthy in their own right, building a lasting culture of high performance and team member commitment comes down to a singular critical strategy. One team member at a client organization said it best: In order to build a strong culture, “get me a better manager.”
I speak with literally hundreds of folks in my monthly travels as an executive recruiter and can tell you that some folks just do not get it, while others in this challenging world of a very limited leadership talent pool really do. These are the clients that I delight in serving, because I know my placed candidates with be fulfilled and rewarded for their exceptional contributions to their companies and the folks leading it.
Research results by organizations such as Gallup point in the same direction. The training and development of supervisors and managers is an essential element for long-term organizational success. With such a strong and clear consensus, why is it that this key requirement is so often given little attention and few if any resources?
One possible explanation is that organizations frequently overestimate the complexity of effective leadership development. It is often assumed that strong technical skills naturally translate into strong managerial abilities, but in reality, the competencies required for great management are distinct and must be intentionally cultivated. Without deliberate investment in leadership training, organizations risk stagnation and disengagement, ultimately undermining their long-term objectives.
Despite widespread acknowledgment of its importance, organizations frequently prioritize short-term gains over sustained investment in leadership development. Competing budget demands, lack of immediate results, or misconceptions about the impact of quality management can all contribute to this oversight. However, neglecting to invest in managers ultimately undermines efforts to foster a thriving organizational culture and achieve long-term success.
Management and supervisory training need not be expensive or complex. One of the best ways to begin is by taking advantage of highly focused industry-specific development programs, such as those offered through AICC.
Please take the time to reach out to our AICC educational and training teams to see where you can utilize a tune-up for your particular training needs in 2026 and beyond. We are all here to assist. There is a wealth of knowledge and wisdom within our wonderful Association—please use it!
Tom Weber is president of WeberSource LLC and is AICC’s folding carton and rigid box technical advisor. Contact Tom directly at asktom@AICCbox.org.
