As a leadership trainer, my primary focus is to build awareness in leaders of their unique strengths, weaknesses, and leadership styles. This enables leaders to create powerful, authentic leadership cultures. However, many leadership training programs fall short, and the reasons behind this are crucial to understand, if organisations want to see real change.
In this article we will discuss the following:
– Why leadership training often fails
– What can be done to make leadership training successful
– What the return on investment (ROI) looks like for organisations willing to do it right.
Why Leadership Training Fails
Leadership training often misses the mark because it adopts a generic, one-size-fits-all approach. Every leader operates in a unique context, with their own set of strengths, challenges, combined with the nature of their organisation. When training programs fail to tailor their content to the individual leader’s needs, they don’t deliver sustainable change. This is why bespoke leadership training is key; leaders must first develop self-awareness of their unique leadership styles and challenges to lead authentically, meaning sustained high performance.
Another reason leadership training fails is the lack of follow-up. Too often, training is viewed as a one-off event, rather than a continuous, ongoing process. Leaders may leave a two-day course with new insights, but when they return to the day-to-day work and without reinforcement or ongoing support, those lessons are quickly forgotten. Continuous support through coaching, mentoring, or peer discussions is essential to ensure that new skills are applied and reinforced. This includes using real-world situations as ways to continually develop and hone your leadership.
Leadership training can also be too theoretical. While frameworks and leadership models are important (and yes, we do use model it is vital for these to be used as an evidence base), they must be paired with practical, real-world applications. Leaders need opportunities to practice their skills in controlled environments, such as discussing and solving actual leadership challenges. Without this, the training feels disconnected from the leader’s day-to-day responsibilities and lacks relevance.
Finally, many leadership programs fail because they focus solely on senior teams, neglecting middle managers or team leaders. These leaders are indeed the agents of change, in any organisation and it is vital that management and Leadership development is integrated at every level of the organisation for a unified culture to take hold. Ignoring this key group of leaders results in a fragmented approach, which hinders overall success. This is why we have three tiers of training, to suit the size of your organisation and help to establish an embedded framework that develops a leadership pipeline.
How to Make Leadership Training Successful
To make leadership training truly effective, it must be customised to fit the specific needs of the individual leader and their organisation. For example, I utilise assessments like Insights Discovery®, which help leaders better understand their personal strengths and weaknesses. This enables them to lead more authentically, leveraging their natural abilities while also addressing areas for improvement.
Ongoing support is equally important. Training should never be viewed as a one-time event. Leaders need continued mentorship, coaching, and feedback to reinforce the skills they’ve learned. Being a successful leader is a process of continuous development and reflection and is important that progress is maintained over time. This is why we break down our training to allow leaders to be reflect, consolidate, implement and review.
Additionally, leadership training should focus on practical, actionable learning. Theory alone won’t cut it. Leaders need to be equipped with tools they can use immediately within their teams. That is why our leadership training provides tools that the leader can use immediately to improve team performance.
Leadership training also needs to extend beyond just the senior teams. Middle managers and team leaders often have the most direct influence on day-to-day operations. By empowering these leaders with the skills and tools they need, organisations can create a cohesive leadership culture that permeates every level. We make sure that our approach is tailored to the needs of each unique organisation, in order to develop a leadership ecosystem.
Finally, clear goals and measurable outcomes are crucial for assessing the success of leadership training. Whether the goal is improving team performance, increasing employee engagement, or achieving your organisations vision allows companies to track progress and understand the impact of their investment.
The ROI of Effective Leadership Training
For organisations that are ready to invest in bespoke leadership training, tailored to the needs each leader, the return can be impressive. One of the quickest wins is better employee retention. Leaders who understand themselves, show empathy, and know how to guide their teams are more likely to keep people from leaving. This saves expenditure on hiring, training, and the lost productivity that comes with employee turnover. According to the Chartered Management Institute, workers with an effective manager, are more motivated to do a good job and are 68% more likely to recommend organisation as a good place to work, meaning better recruitment and retention.
Another big plus is the boost in people performance. Leaders who make good decisions can help their teams work more smoothly, handle conflicts quickly, and improve the overall workflow. This often translates into better business results. The CMI estimate that a well-trained leader can be worth £62,000 per year, per leader in increased revenue for the organisation.
Strong leadership also sparks creativity and innovation. When leaders are trained to think critically and understand emotions, they can create a culture where a trusting environment exists, here new ideas will thrive, and everyone feels motivated to push the organisation forward. According to a recent Gallup Poll (State of the Global Workplace: 2024 Report) stated that 70% of the variance in team engagement can be attributed to the manager. Or in other words, 70% of what influences team engagement is directly linked to the manager. Good managers and leaders equal better employee performance.
In the end, strong leadership strengthens the whole organisation. When leaders understand their place with the organisation’s values and goals, they inspire their teams, lift morale, and create a more engaged workforce. This sets the foundation for a healthier, more competitive organisation where corrosive cultures are avoided.
Leadership Training With The Ethical Leader
Leadership development training often fails because it is too generic, lacks reinforcement, and doesn’t provide practical tools for real-world application. However, with the right approach—one that emphasizes customization, continuous support, actionable learning, and measurable outcomes—leadership training can transform both individual leaders and entire organizations. The ROI for companies is significant, from improved retention and productivity to increased innovation and a stronger leadership culture.
If you’re ready to invest in your leaders and transform your organisational culture, it’s time to contact The Ethical Leader. Reach out to me for a free consultation.