Imagine that you are an employee on this team, and your manager's leadership style includes micromanaging, lack of trust, doing the work himself/herself, etc.
The behavior (the results of the manager's practices) will be consistent with someone who truly is lazy. And that behavior affirms the paradigm that people are lazy.
Now, imagine that the manager is sent to training where he or she learns many new management behaviors to become a better leader. That certainly will help...but the paradigm that "people are lazy" still exists!
How long will those new management behaviors last after the manger returns from the training? Not long!
If the goal is to ensure different results, work must be done on paradigms—not just practices!