Leadership development is crucial for organizational success, yet many companies struggle to make that training meaningful over the long term. While American businesses spend billions on leadership training each year, studies show that much of it fails to stick. According to DDI’s Global Leadership Forecast research, only 23% of leaders surveyed rated their leadership development as high quality!
The problem isn’t just about providing enough training. Now, more than ever, organizations need customized training that addresses their most important needs and achieves their goals. Here are three keys to ensuring your leadership development produces positive, sustained change:
1. Track Measurable Outcomes
Too often, companies invest in leadership training programs without a plan to measure their effectiveness. The post-training feedback surveys we have all done before may capture learners’ short-term reactions, but they fail to indicate long-term results. Instead, companies should track behavioral changes, such as improved communication and decision-making, through tools like Two Penny Consulting’s Reverse Evaluations.
In addition to measuring individual progress, companies should track organizational outcomes such as employee retention, turnover rates, and productivity. Without these data points, companies risk not knowing whether their investment in leadership development has yielded any measurable return. Tracking specific business impacts ensures that leadership training programs are not just abstract initiatives but key drivers of performance.
2. Focus on Practical Experience
A major shortcoming of many leadership training programs is an overemphasis on theory. While understanding leadership models and management strategies is important, practical application is critical to developing effective leaders. Theory-based learning alone can leave participants disconnected from the day-to-day realities they face as leaders. Theories remain abstract without the opportunity to apply them in real-world situations.
Organizations need to build hands-on experiences into their leadership development programs that allow new leaders to experiment with the skills they are learning. Through these experiences, leaders can make mistakes, learn from them, and apply their knowledge more effectively. Practical application leads to deeper retention of leadership concepts and greater confidence in decision-making.
3. Customize Your Training to Fit Your Context
One of the reasons leadership training often fails to stick is because it lacks relevance to the unique challenges a leader faces within their specific context. A one-size-fits-all approach doesn’t account for differences in leadership styles, company cultures, or industry demands. When training programs are too generalized, leaders may struggle to translate what they learn into actionable insights for their teams.
To overcome this, organizations should design leadership development programs with clear objectives that fit the organization’s culture and goals. Leadership is highly context-dependent, so it must address the day-to-day challenges leaders face. By defining clear outcomes, companies can ensure that training aligns with their business priorities and gives leaders the tools they need to succeed in their unique environments.
Leadership training isn’t about checking a box—it’s about building a sustainable culture of growth, engagement, and accountability.
To make leadership development truly stick, organizations must track measurable results, incorporate real-world experiences, and tailor programs to meet the unique needs of their leaders. By doing so, they can ensure their investment in leadership translates into meaningful, long-term success.