If Leadership Training Doesn’t Work, What Does?

This is Part 3 of our leadership development series. If you’re just joining, start here with the first post: Why Leadership Training Fails.

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You already know the problem.

You’ve seen it firsthand.

The leadership training program was well-designed. It had strong content, engaging facilitators, and all the right intentions.

But now, months later, nothing has changed.

Your managers are still struggling with the same leadership challenges. Their teams aren’t improving. And the time, effort, and budget you put into that program? It feels like a waste.

So now what?

You don’t just need to know why leadership training fails—you need to know what actually works.

Because if training alone isn’t the answer, what is?

What Actually Creates Better Leaders & Managers?

Leadership development that works follows three key principles.

1. Leadership Growth Has to Happen in the Flow of Work

Think about how most leadership training happens.

Managers sit in a workshop. They listen to a speaker. They take notes, nod along, maybe even feel inspired.

And then? They go back to work. Back to their overwhelming to-do lists, tight deadlines, and real-world leadership challenges.

You already know what happens next. They fall right back into their old habits.

That’s because leadership doesn’t happen in a classroom—it happens in the day-to-day moments when tough decisions need to be made.

If you want real change, leadership development has to happen where leadership happens.

What works instead?

• Short, structured discussions that fit into a manager’s actual workweek—so development happens without pulling them away from their teams.

• Real-world scenarios that help managers navigate company-specific challenges—not generic case studies.

• Reinforcement and accountability so new leadership behaviors don’t disappear after a single session.

2. Managers Learn Best from Peers—And from the Right Coaching

Think about your own leadership journey.

Did your biggest lessons come from sitting in a workshop?

Probably not.

More likely, they came from a great mentor, a tough leadership moment, or a conversation that changed the way you saw things.

Leadership isn’t just learned—it’s lived.

Your managers don’t need more slideshows. They need to hear from people they trust, practice leadership in real situations, and get real-time feedback when they need it most.

What works instead?

• Structured peer learning groups where managers share real experiences and learn together.

• Coaching that’s integrated into leadership development—so managers have expert guidance on applying what they’ve learned.

• Leadership discussions that reinforce company culture—so everyone speaks the same leadership language.

3. Leadership Development Has to Be an Ongoing Conversation—Not a One-and-Done Event

You don’t become a great leader by attending one workshop.

And your managers won’t either.

Behavior change doesn’t happen in a single moment. It happens through repetition, practice, and reinforcement.

If leadership training doesn’t continue beyond a single session, it’s not leadership development—it’s just an event.

What works instead?

• Leadership development that runs all year—not just once.

• Monthly leadership conversations that reinforce the behaviors your company actually needs.

• Practical leadership tools that managers can use immediately—not theoretical frameworks that get forgotten.

So Where Does That Leave You?

Most leadership training fails because it asks too much of HR and too little of the managers who actually need to grow. This post explains why.

If the goal is better leaders, stronger teams, and real business impact, leadership development has to shift from something HR owns to something managers actively engage in.

So the real question isn’t: "How do we train our leaders?"
It’s: "How do we create an environment where leadership naturally happens?"

When leadership development is built the right way—inside the business, not outside of it—you don’t have to fight to make it stick.

It just does.

And when that happens, you’re no longer just running training programs. You’re building a leadership culture that drives real results.

👉 Ready to go deeper? Read Part 2: The Leadership Training Trap to learn why most programs fail before they even begin.

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Want more practical takes like this?

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✨ P.S. This is exactly the kind of challenge we’re tackling inside The Leadership Lab.

It’s a new space I’m creating for HR and L&D leaders who want to rethink how manager development actually happens—in real work, not just workshops.

👀 Curious? I’m pulling together a small founders group.
Drop me a note and I’ll share the details first.