It has been told that if you dont know the difference between a manager and a leader, you are believably a manager, translating a manager to turn a leader is a long and heedful process, the skills in managing finance and inventory are different to the acquirements required to take people, either as individuals or teams, the skills expected in leadership are often confused with the cognitive knowledge side of a job, training in leadership requires a totally different approach than training in, say, supply chain management. Before any training takes place, one basic question needs to be enquired and answered, the question is, what does it take to do this job at the highest potential level, it is well defined that most jobs in the business world command a degree of emotional competence with a high level of interpersonal influence, time and again, it has been found that the successful people in business are not invariably the ones with the greatest brain but the ones with the greater emotional competence, the basics of emotional intelligence include self awareness, self regulation, motivation, empathy and social skills, these are the principal dimensions that support the development of emotional competence. Again, before any training takes place each individual should be assessed, this assessment should come from multiple perspectives, this will produce a picture of the individual, giving feedback on the assessments has to be done by people with empathy, self awareness and sensitivity, if the wrong people give the feedback the result will be disastrous, the feedback must be balanced because focusing on failings or weak points and not noting the strong points is demoralizing, putting people on training courses is a waste of time if those training leaders are not motivated to learn, generally speaking, only about twenty percent of the group are ready to put in the work necessary to change workplace behavior.