Leadership Training Needs

In the last 10 years I've designed, delivered and assessed the impact of several large scale leadership development programmes. Want to know how I make sure they actually matter and aren't just a pretty certificate or a report of butts on seats? It's my 6 power questions. Start asking these and you're guaranteed to have leadership programmes that create long lasting behaviour change AND reportable outcomes. 1) What are the core leadership capabilities and behaviours we need both now and in the future? This is where you survey leaders at all levels to identify essential skills. If you're not talking to your audience then you're missing a HUGE piece of the puzzle. And for the love of god please incorporate strategy here too. What does the business need to achieve and what role does leadership play? 2) How will you assess current leadership competencies and development needs across the organisation? Are you using 360 reviews, skills assessments, interviews? 3) What development formats will allow for skills practice, real-world application and feedback? This could include workshops, cohorts, mentoring, job rotations, special project assignments... something that let's them practice is essential. 4) How will leadership development intersect with your talent management processes? The amount of times this isn't considered is staggering. Look at integration points with recruitment, promotion, succession planning and performance management. This is crucial. 5) What measures will define the success of this programme at the participant, leadership bench strength, and organisational level? Identify key leading and lagging indicators. Wanna know what these are? 💡 Leading = participation rates, completions of tasks, engagement surveys, tests etc. 💡 Lagging = leadership pipeline for critical roles, if your programmes affect things like EVP and brand, leadership retention, and your key metrics around profitability etc. Great programmes measure both ⬆️ 6) How will you evolve curriculums over time to meet changing business objectives and leadership needs? Build in processes for continuous review and refresh. This is my biggest non-negotiable. At a push you should review every 3 years but I suggest a review every year in line with strategy and business objectives + engagement surveys and employee data. Leadership development is a serious game friends. It's not just away days and leadership theory. This is how you future proof your organisation, and goes from grass roots through to established leadership. Anything I've missed that you would add?👇

Training and coaching programmes in many workplaces are often seen as one-size-fits-all solutions. Its time for that to change, especially when it comes to leadership development. Too often, learning and development initiatives are decided without involving the people who are not actually taking part in them. Organizations make huge investment into programmes, without effective research into people's needs. They don't ask people what they want or need. They presume everyone's needs are the same. There are times where this might be ok....specific technical skills for example or simple standard work practices. But leadership development requires a different approach. To be honest, I used to deliver one-day trainings on leadership skills here and there. But I never felt good about it. I felt like I wasn't adding real value to anyone. I knew most people were likely to forget everything they learned. It seems like such a waste of time and money. Now, I largely provide a blend of training and coaching programmes. They include an assessment of participant needs. They have a measure of individual development over time. Each person's coaching programme is tailored to what they need. I communicate with my programme participant's managers, to support the continuation of coaching long after their initial coaching programme ends. I always think I can do better so I gather feedback from every participant and improve my programmes all the time. These are the best practices guidelines I follow and teach: 1️⃣ Assess participant needs and customize programmes 2️⃣ Clarify the measures of effectiveness that will be used. 3️⃣ Personalize learning paths- this is possible through blending training with 1:1 coaching programmes 4️⃣ Foster a culture of continuous learning where coaching and training is part of what people regularly give and receive. Ensure all managers have effective coaching skills 5️⃣ Evaluate and adjust all training and coaching programmes. Make improvements based on feedback and measures. ❓What else would you add to ensure training and coaching programmes are highly effective? #learninganddevelopment #employeedevelopment #leadershipdevelopment #traininganddevelopment #training #learning #coaching

86% of companies say leadership development is a priority. Only 13% believe they’re doing it well. That gap is why most training fails. Not because leaders don’t want to grow. But because the environments they return to are designed to break them. It’s like teaching someone to swim, then throwing them in quicksand. I watched Sophia, one of the sharpest managers on our team, leave training inspired. By Monday morning, she was drowning in: • Back-to-back meetings • 97 “urgent” emails • Zero space to apply what she’d learned Three months later? Back to old patterns. The system was stronger than the skills. Here’s what nobody admits: We don’t have a training problem. We have an environment problem. The math is brutal: 16 hours → leadership training per year 2,000 hours → working in broken systems Guess which one wins? The traps I see everywhere: Meeting Trap: Teach delegation. Fill calendars so they can’t. Metrics Trap: Train trust. Measure only short-term numbers. Availability Trap: Preach balance. Praise midnight emails. Speed Trap: Teach thoughtfulness. Demand instant everything. Most managers know what to do. They’re trapped in environments that won’t let them. So they feel twice the failure: Once for not leading well. Once for “wasting” the training. What actually works? Stop fixing managers. Fix environments. Before any training, ask: • What prevents them from using this? • Which systems contradict our teaching? • How will we protect practice time? Leadership isn’t built in workshops. It’s built in the 2,000 hours between them. Until we fix those hours, training isn’t leadership development. It’s survival training in quicksand. 🏷️ Tag a leader who needs to see this ➕ Follow for the truth about real leadership development

The primary task of a leadership programme isn’t to build skills. It’s to build the capability of your organisation to deliver on its strategy. Too many programmes focus narrowly on skills. Essential, yes – but without connection to the organisation’s requirements and unique context, those skills rarely shift how the organisation actually works. The research is clear: 🔸 McKinsey’s global survey found that only 11% of executives strongly agreed their leadership programmes achieved sustained results (What’s Missing in Leadership Development, 2017). 🔸 Harvard Business Review showed that training fails when organisational design and culture remain unchanged – people are pulled back into old habits (Beer, Finnström & Schrader, 2016). That’s why leadership development must be designed around: 🔹 Understanding and navigating your structure, processes, and informal power networks – so leaders can enable strategy execution rather than be blocked by it 🔹 Bringing the outside in – connecting the programme directly to the needs of customers, service users, funders, and stakeholders 🔹 Equipping leaders to shape culture – through the thousands of daily interactions that reinforce or shift how work gets done 🔹 Holding multiple time horizons – developing the capacity to deliver in the now, steer for the coming months, and invest for the long term 🔹 Designing platforms that enable coordination, collaboration, and knowledge sharing across the organisation 🔹 Acting into complexity – experimenting, adapting and learning in uncertain environments 🔹 Decisions and problem-solving that draw on the collective intelligence of their people Otherwise, leadership development is just more classroom confidence, with little shift in behaviour, culture, or strategic delivery. This is where we work differently. We combine extensive research into your strategy, culture and ways of working with engagement of key stakeholders – creating the supportive environment leaders need to try new approaches. That way, development is anchored in your system and shaped by the realities leaders face every day. If you’d like to explore how leadership development can build your organisation’s capability to deliver strategy, drop Dani and me a line.

Your leadership training isn't working. Here's why: 45% of managers say their companies aren't doing enough to develop future leaders. But the problem runs deeper than just "not enough training." After a decade of designing leadership programs, here's what I consistently see organizations get wrong: ➡️ They treat leadership development as an event, not a journey. Think about it: You send your high-performers to a 2-day workshop. They return energized with new ideas. Then... nothing changes. Why? Because the training isn't integrated into their day-to-day performance. Here's how to fix this: 1️⃣ Start with the end in mind Map out exactly what success looks like for your leaders. What behaviors and outcomes do you want to see? Build your development plan backward from there. 2️⃣ Create accountability partnerships Pair leaders with internal mentors who can provide ongoing support and feedback. (36% of managers report witnessing ineffective leadership regularly - mentorship helps break this cycle.) 3️⃣ Design learning that sticks Instead of one-off training sessions, create a blend of: - Practical assignments tied to business goals - Peer learning groups for real-time problem solving - Regular coaching check-ins - Opportunities to teach others 4️⃣ Measure what matters Track behavioral changes, not just completion rates. Are your leaders demonstrating improved communication? Better decision-making? Increased team engagement? 5️⃣ Make it systematic Leadership development should be part of your performance management system. Tie development goals to promotions and compensation. Remember: Great leaders aren't born in a classroom. They're developed through intentional practice, meaningful feedback, and real-world application. What's one thing you're doing to develop leaders in your organization? #LeadershipDevelopment #ExecutiveCoaching #TalentDevelopment #OrganizationalDevelopment

Ever sat through a training session and thought, "This is interesting… but will I use it?" Because here’s the problem. Most leadership training is designed for one type of learner - usually the person delivering it. But the reality is that people learn in different ways. This is where Aimee Dewick & I are aligned, we don’t believe in one-size-fits-all training. When we spoke about training and development we said we'd build programs that stick by tapping into the way people absorb and retain information. 🤔 Did you know? ✅ 65% of people are visual learners – They need diagrams, charts, and models to process ideas. ✅ 30% are auditory learners – They thrive on discussion, storytelling, and spoken explanations. ✅ 5-10% are kinesthetic learners – They need to DO—role play, apply, and experience it firsthand. So, what happens when training is just slides and lectures? ❌ People disengage. ❌ Knowledge fades. ❌ Nothing changes. SO, this is how we'd do things differently for our people 👉 For visual learners? We bring ideas to life with DISC profiling, interactive models, and real-world frameworks. 👉 For auditory learners? We create space for discussion, coaching, and scenario-based problem-solving. 👉 For kinesthetic learners? We get hands-on with exercises, role plays, and application-based learning. 👉 For reading/writing learners? We provide structured takeaways, checklists, and self-reflection tools. Because leadership training shouldn’t just be heard, it should be experienced. The business should see an ROI on the bottom line from changed behaviors, and the team from a reinvigorated boss that leads and inspires their performance. Since working with my business bestie, and getting our head in the game, I feel inspired to do more, and create more - it feels good to learn new things and stretch ourselves out of comfort zone. SO, If you want training that actually sticks, Let’s chat. 👇

Leadership development is not just a one-time training event (time to change): Is your organization truly investing in its leaders? Developing leadership is more than just a one-time event. It needs an ongoing approach with several key parts. To grow strong leaders, focus on these four areas: 1️⃣ 𝗔𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁 & 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸: ↳ 360-degree feedback for strengths & areas to improve. ↳ EQ and leadership skills make sure leaders are balanced. ↳ Career plans give a path for growth. ➟ 𝗔𝗖𝗧𝗜𝗢𝗡: Do regular assessments to track progress. -- 2️⃣ 𝗖𝗼𝗮𝗰𝗵𝗶𝗻𝗴 & 𝗠𝗲𝗻𝘁𝗼𝗿𝗶𝗻𝗴: ↳ Executive coaching offers personal guidance. ↳ Peer coaching creates a supportive environment. ↳ Mentor relationships build trust and share knowledge. ➟ 𝗔𝗖𝗧𝗜𝗢𝗡: Set up a coaching and mentoring program. -- 3️⃣ 𝗪𝗼𝗿𝗸 & 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲: ↳ Stretch assignments challenge leaders to grow. ↳ Action learning mixes learning with real work. ↳ Real work experiences build practical skills and confidence. ➟ 𝗔𝗖𝗧𝗜𝗢𝗡: Give stretch tasks and encourage action learning projects. -- 4️⃣ 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 & 𝗘𝗱𝘂𝗰𝗮𝘁𝗶𝗼𝗻: ↳ Blended learning uses different training methods. ↳ Common models & shared meanings ensure consistency. ↳ Aligning expectations and leader-led sessions reinforce learning. ➟ 𝗔𝗖𝗧𝗜𝗢𝗡: Make a training plan with blended learning methods that fit goals. -- Investing in these areas will grow your leaders and build a strong, innovative, and forward-thinking organization. Start today! __________ 💡 React if this resonated with you. 💬 Comment to share your thoughts. ♻️ Repost to benefit your network. ➕ Follow me for more content like this.     

Tired of seeing your training investments lose steam? It’s all too common—leaders get a brief boost from workshops, only to watch the impact fade, leaving them questioning the value of the investment. It’s frustrating to see that progress slip away after spending time and resources. If the right steps aren’t taken, you’re left with wasted budgets and missed opportunities for real growth. 🚫 Here’s how to make sure your training efforts stick this year by involving senior leaders at every stage: 🔑 Clearly define goals that align with your organization’s needs and tailor the content accordingly. 👥 Get leaders to actively participate, share insights, and integrate new skills into their leadership practices. 🗣 Ensure leaders guide follow-up discussions, provide ongoing support, and coach their teams on new learnings. 🔁 Keep the momentum going with regular follow-up sessions and connect learning to performance evaluations. 🌱 Create a learning culture where applying new skills is recognized and rewarded. Imagine the difference it would make—leaders who are committed to continuous growth and making learning stick, driving lasting change across your organization. #LeadershipDevelopment #LeadershipCoach #2025Growth #Leadership #CorporateCulture