Most organisations have sent people on a leadership course that went down well on the day and was forgotten within a month. The feedback forms were glowing, but six months later nobody could point to anything that had changed in how those managers led their teams.
That’s a frustrating outcome when budgets are tight, and it’s usually avoidable. Here’s what we’ve learned about the leadership development programmes that make a lasting difference, and how to tell them apart before you sign anything.
Why so many leadership programmes don’t stick
The reasons are fairly consistent. The programme is a one-off event rather than something that runs over time. The content is generic and doesn’t connect to the pressures people face at work. Line managers aren’t involved, so nobody back in the office notices or supports what people are trying to do differently. And there’s little chance to practise, get feedback and try again.
Add the fact that many people move into management with no training at all, something we looked at in accidental managers, and you can see why the gap between what organisations need from their leaders and what they get can be so wide.
Start with the problem, not the programme
Before looking at providers, be clear about what you want to be different. That might be managers having better performance conversations, a senior team making decisions faster, a pipeline of future leaders ready to step up, or lower staff turnover in one part of the business. A clear goal makes it much easier to judge whether a programme fits, and to measure afterwards whether it worked.
Match the programme to the level
What a first-line manager needs is very different from what a director needs.
First-line and new managers
The focus here is practical: setting expectations, giving feedback, handling difficult conversations and managing performance. Our Developing First Line Leaders programme is built around these skills.
High-potential and future leaders
People preparing for bigger roles need broader thinking, influence across the organisation and the confidence to lead through others. Have a look at Developing Leaders for the Future and our Leadership Accelerator Programme.
Senior and executive leaders
At this level the work is about strategy, culture, leading change and working well as a leadership team. Senior leadership development and one to one executive coaching usually work best together.
What effective leadership development programmes have in common
- They run over weeks or months, with time between sessions to apply what’s been learned.
- They use participants’ own work and challenges as the material.
- They include coaching, either one to one or in small groups, so learning turns into action.
- Line managers or sponsors are involved at the start and at the end.
- There’s a way to measure progress, such as a 360 before and after.
- The people delivering it have led teams themselves and can talk honestly about what it’s like.
Questions to ask a leadership development provider
- How will you find out what our leaders need before designing anything?
- How much of the content will be tailored to us?
- Who will deliver it, and what’s their background?
- How will you involve line managers?
- How will we measure what has changed?
- What support is there once the formal sessions end?
Off the shelf or bespoke?
The CIPD’s leadership factsheet gives a useful overview of the different approaches to developing leaders. In practice, open programmes are a good option when you’re developing one or two people, or when the skills are fairly universal. When you’re developing a whole group, or there’s a specific cultural or business challenge behind the request, a programme designed around your organisation usually gives far better results. It speaks the language of the business and works on the issues people face every day.
We design tailor made development for organisations across the UK, Europe and internationally. We also offer online learning through Starbuck Academy for leaders who want to learn at their own pace.
Talk to us
If you’re planning leadership development for the year ahead, book a call. We’ll start by understanding what you need, and if we’re not the right fit we’ll tell you.
Frequently asked questions
How long should a leadership development programme last?
For behaviour to change, most programmes need to run for at least three months, with several sessions and time to practise in between. Senior programmes often run for six months or longer.
How do you measure the success of leadership development?
Agree the measures at the start. These might include 360 feedback before and after, engagement or retention in the leader’s team, or progress on a specific business goal.
Is online leadership training effective?
It can be, particularly for knowledge and skills people can put into practice straight away. It works best alongside live sessions or coaching, so people can talk through situations from their own work and get feedback.
What’s the difference between leadership development and management training?
Management training tends to focus on processes and tasks, such as planning, delegating and reviewing performance. Leadership development is about how people influence, motivate and guide others, and the judgement they use when there’s no clear answer.
