How to Create an Outstanding Leadership Training

Leadership training is more than just a series of workshops—it’s a critical investment in the future of your organisation that should bring visible benefits. The goal is to cultivate leaders who inspire, guide, and support their teams in a way that drives success for individuals as well as for the whole organisation and fosters a thriving work environment.

Effective leadership training directly impacts organisational performance. Research shows that companies with robust leadership development programs see significant improvements in revenue and profitability. Strong leadership is essential for making informed decision-making, effective team management, and overall performance enhancement.

Leadership training is crucial for any organisation aiming to stay competitive and achieve long-term success. It’s not just about enhancing individual skills; it’s about building a unified leadership culture that aligns with the company’s mission and values.

Skilled, self-aware leaders inspire trust and communicate with clarity. They understand that their role is to help others thrive, not to serve their own titles or egos. These leaders create psychologically safe work environments because they address problems promptly while remaining present, empathetic and willing to listen. They manage their time effectively because they have clarity about their role and have successfully delegated tasks, allowing others to grow.

In my work as leadership trainer and facilitator I’ve had the priviledge to collaborate long-term with various companies and see what truly makes a difference in leadership training effectiveness.

Who is a leader?

In my view, anyone who needs to engage and create movement in others in order to achieve their goals should see themselves as leader. Leadership skills aren’t just for supervisors, although supervisors certainly need them, including those at the C-level. Fortunately, career development today isn’t just about climbing the managerial ladder; many organisations now offer appealing career paths in expert tracks. If you are a high level expert, you likely play a role in supporting younger colleagues, leading by example, mentoring, and collaborating. That’s leadership.

Project managers and specialists in various roles who need to build bridges across teams or units and engage people are also leaders. But leadership is a choice – a role and an attitude that you need to internalise and want to adopt. Skills then support practical application. Organisations play a role in determining and communicating who they see as leaders and who they want to support with training solutions. By offering or not offering training, companies send a strong message to their people in different positions.

The risks of not prioritising leadership training

Some companies, under financial pressure, don’t consider leadership training as an option for cost savings because they recognise it as an investment in long-term success. However, others don’t take this long term view, and they see cutting training costs an easy way to save money. This is like stopping exercise when you are busy – not only does development stop, but you actually regress. While it may not seem like a priority now, the ripple effects of this choice can lead to serious issues later, such as leaders or employees burning out, leaving the company because they don’t feel supported, or the company failing to progress as there’s no alignment.

Good leadership is challenging. It requires self reflection, a willingness to step out of one’s comfort zone, adopting behaviours that may not come naturally (like assertiveness, clear communication, empathetic listening or receiving feedback), and putting the team’s needs before one’s own. Leaders also have to navigate numerous requests, priorities and time pressures. Expecting leaders to manage all this without support is unfair. That’s why one-off training days don’t suffice – continuous support and development are essential.

Examples of Unconstructive Behaviors When Support is Lacking

• Conflict avoidance

Some leaders want to be seen as “nice” and avoid making others uncomfortable, leading to reluctance to give honest feedback or address conflicts. However, successful leaders accept that they may not always be liked and that sometimes the truth is uncomfortable – yet necessary. As Brene Brown’s says, “clear is kind”. Avoiding issues can lead to employee frustration, disengagement, lack of trust, and conflicts that escalate beyond repair. Leadership training should therefore focus on understanding the leadership role, the root causes of behaviors and emotions, as well as communication, feedback and conflict resolution skills.

• Unempathetic communication

Building trust and engagement requires empathy – understanding others’ perspectives and feelings, and honoring their experiences. Some leaders feel it’s easier to demand and assert things without empathy, which might be true in short term but is ultimately ineffective. A lack of empathy can lead to high employee stress and turnover. Leadership trainings can help leaders learn to balance assertiveness with empathy, where one strengthens the other. Developing emotional intelligence allows leaders to better connect with their own emotions and respect others.

Other unconstructive behaviours that may persist without proper support include excessive need of control, micromanagement, lack of support, inability to manage time effectively, inefficiency in meetings, providing quick solutions rather than encouraging team members to find their own, and lack of awareness of one’s behavior and its impact

Growing as a leader is very much about growing as a human being. The skills you develop to be a better leader will benefit all areas of your life.

The Role of In-Class Training in Learning

In-class training alone can’t work miracles, but when well structured, facilitated and integrated with other aspects of learning, it plays a crucial role in individual growth cultural development.

The widely popular 70:20:10 framework suggests that 70% of learning happens on the job through direct experiences and challenges, 20% from interactions with others, and 10% through formal education, such as classroom training. This indicates the importance of integrating learning into work overall. Well-built learning paths can actively encourage on-the-job learning through practical case studies, application assignments and projects, learning buddy systems, as well as reflection and learning from on on-the-job experiences.

Additionally, in-class training offers:

• A shared and memorable experience to enhance learning.
• A space for pause from work and reflect on one’s learning.
• A safe environment to practise realistic work-life scenarios, building confidence and preparation.
• An opportunity to build a valuable peer support network through a shared learning experiences and active sharing.

In-class learning should always be just one part of the overall experience – a powerful amplifier of growth, with strong integration into leaders’ everyday work.

The Impact of Leadership Training: Evidence and Experience

At Xpedio, our leadership trainings are designed to create meaningful impacts on both individual and organisational levels. On an individual level, the transformations we observe often include:

• “I have grown as a person”
• “This training has positively influenced my personal relationships”
• “I wasn’t a good listener, but now I’m making a real effort – and my team members are communicating with me more openly”
• “Now I truly feel like a leader”

These personal growth experiences are invaluable as they demonstrate that participants have genuinely felt the change and the impact within themselves. When individuals feel confident and well-equipped, they excel as leaders, gaining a sense of control over their work. This personal empowerment naturally extends its positive effects to the entire team and the organisation as a whole, leading to substantial organisational impact.

Key Areas of Organisational Impact from Successful Leadership Training

• Awareness & Shared Language Among Leaders

Effective communication starts with having the right words. Through our leadership training programs, leaders develop a common vocabulary and mental models to elevate their communication to a new level. They become more aware of their behaviour and gain tools for self-reflection and behaviour regulation.

• Improved Organisational Performance

Research consistently shows that effective leadership training enhances organisational performance. Companies with strong leadership programs experience higher revenue growth and profitability because well-trained leaders are better equipped to make strategic decisions and drive performance.

• Increased Employee Engagement

Leadership training boosts employee engagement by enhancing leaders’ communication skills and their ability to support each team member effectively. This leads to greater job satisfaction and reduced turnover, as engaged employees are more committed and productive, benefiting the entire organisation.

• Reduced Sick Leaves

Engaged and satisfied employees are less likely to take sick leaves. With mental health issues on the rise, clear expectations, regular feedback, coaching, and supporting leadership help employees thrive, reducing the need need for sick leaves.

10 Steps to Create a High-Impact Leadership Training Program

To develop a leadership training program that delivers real value, consider the following steps:

1. Commitment from Top Management – and from Employees

Effective leadership training requires genuine commitment from top management. Leadership buy-in is essential to align the training with organisational goals and strategy, convey it as a strategic priority, and ensure all management communications support the same key messages. Leadership training is just one part of a broader cultural change, and entire system needs to guide leaders in the desired direction without sending mixed messages. Ideally, the leadership team members should also be committed to their own leadership development, recognising that leadership growth is an ongoing journey.

Employees also need to be informed about the leadership training to support their leaders effectively. The entire organisation should understand what kind of leadership the organisation drives, and what kinds of individual contributor skills and behaviours support that. Transitioning back to work after training can be delicate, and team members need to understand the reasons behind the changes of their leaders to avoid resistance.

2. A Long-Term Journey

Leadership development should be viewed as an ongoing process. Short-term programs without follow-up are insufficient and often ineffective as an investment.

3.Customization to Real Work Environments

Tailoring training to reflect the participants’ actual work environments enhances relevance and impact. Addressing real-world challenges ensures that the training is applicable and meets the specific needs of both participants and the organisation.

4. Addressing Self-Leadership and Leading Others

Effective leaders excel in both self-leadership and leading others. Training programs should cover both areas, promoting holistic development and ensuring leaders are well-equipped to manage their own feelings and behaviours, as well as team dynamics.

5. Emphasising Interaction and Collaboration

Leadership thrives on interaction. Training should emphasise communication, collaboration, and interpersonal skills. Engaging in group activities and discussions enhances participants’ ability to work effectively with others.

6. Adopting a Practice-Based Approach

Incorporate practical exercises and real-life scenarios into the training program. This hands-on approach helps participants apply what they learn directly to their work, reinforcing their skills and providing valuable experience.

7. Encouraging Continuous Application

Encourage participants to apply their new skills in their daily work. Providing ongoing support and resources helps reinforce learning and promotes long-term development.

8. Celebrating Small Successes

Recognize and celebrate progress regularly. Celebrating small victories boosts morale and motivates participants to continue their development journey.

9. Effective Facilitation

Effective facilitation is crucial for a successful training program. Create a safe, inclusive environment where participants feel comfortable sharing and learning. Skilled facilitators can guide discussions and manage group dynamics to maximise the training’s impact.

10. Monitoring Progress and Making Adjustments

Regularly monitor participants’ progress and assess the overall effectiveness of the training program. Collect feedback and make necessary adjustments to ensure the program remains relevant and impactful.

A Commitment to Empowerment and Growth

Outstanding leadership training is more than a strategic move; it’s essential for organisational success. By developing leaders who are not only effective but also inspiring, you can drive your organisation toward long-term success. Invest in leadership training with dedication, and watch as your organisation transforms into a thriving, self-sufficient entity capable of achieving remarkable success.