Articles / Leadership Training Report Sample: Templates and Examples
Development, Training & CoachingAccess leadership training report samples. Learn how to document programme outcomes, demonstrate ROI, and communicate development results to stakeholders.
Written by Laura Bouttell • Sat 10th January 2026
A leadership training report documents programme outcomes, participant learning, and organisational impact—serving as both accountability tool and strategic communication that demonstrates development investment value to stakeholders. Effective reports translate learning experiences into business-relevant narratives.
Training departments face persistent pressure to demonstrate value. Programme delivery represents only part of the challenge; communicating outcomes convincingly determines whether development investments continue. Well-crafted training reports bridge the gap between learning activities and business results, making the case for continued investment whilst identifying improvement opportunities.
This guide provides templates, examples, and guidance for creating leadership training reports that inform and persuade.
Effective reports cover essential elements without overwhelming readers.
Executive Summary Brief overview of programme, key findings, and recommendations. Senior readers may read only this section.
Programme Overview Description of training delivered: objectives, content, duration, participants, and delivery method.
Participation Data Who attended, completion rates, attendance patterns, and any notable participation issues.
Learning Outcomes What participants learned, based on assessments, feedback, and observed performance.
Reaction Data Participant satisfaction, engagement levels, and qualitative feedback.
Business Impact Observable effects on performance, behaviour, or business metrics.
Recommendations Suggested improvements, follow-up actions, and future development priorities.
| Section | Purpose | Length |
|---|---|---|
| Executive summary | Quick overview | 1 page |
| Programme overview | Context setting | 1-2 pages |
| Participation | Engagement data | 1 page |
| Learning outcomes | Results | 2-3 pages |
| Business impact | Value demonstration | 1-2 pages |
| Recommendations | Future direction | 1 page |
For Senior Leadership:
For Training Stakeholders:
For Participants:
The executive summary determines whether busy leaders read further.
Opening Statement One sentence summarising the programme and its purpose.
Key Findings Three to five bullet points highlighting most important outcomes.
Bottom Line Clear statement of programme success or areas needing attention.
Recommendations One to three actionable suggestions for leadership consideration.
Executive Summary
This report summarises the Leadership Excellence Programme delivered to 24 emerging leaders across March-May. The programme aimed to accelerate leadership capability development and strengthen our succession pipeline.
Key Findings:
Bottom Line: The programme achieved its objectives and represents strong value for the organisation. Participant feedback and manager observations confirm meaningful development occurred.
Recommendations:
| Element | Approach |
|---|---|
| Length | One page maximum |
| Language | Clear, jargon-free |
| Focus | Results over activities |
| Tone | Confident but balanced |
| Structure | Scannable with bullets |
Effective reports balance quantitative and qualitative evidence.
Participation Metrics:
Learning Metrics:
Reaction Metrics:
Impact Metrics:
Participant Feedback:
Manager Observations:
| Data Type | Presentation Method |
|---|---|
| Satisfaction scores | Charts, graphs |
| Completion rates | Simple statistics |
| Qualitative feedback | Representative quotes |
| Competency gains | Before/after comparison |
| Business impact | Metrics with context |
Documenting learning outcomes requires systematic approaches.
Level 1: Reaction Did participants find the training valuable and engaging?
Measurement: Post-programme surveys, session evaluations, feedback forms.
Level 2: Learning Did participants acquire intended knowledge and skills?
Measurement: Pre-post assessments, knowledge tests, skill demonstrations.
Level 3: Behaviour Are participants applying learning in the workplace?
Measurement: Manager observations, 360-degree feedback, self-reports.
Level 4: Results Did the training produce business results?
Measurement: Performance metrics, business outcomes, ROI calculations.
Learning Outcomes
Participants demonstrated significant learning gains across all programme competencies.
Assessment Results:
| Competency | Pre-Programme | Post-Programme | Improvement |
|---|---|---|---|
| Strategic thinking | 3.2/5 | 4.1/5 | +28% |
| Team leadership | 3.4/5 | 4.3/5 | +26% |
| Communication | 3.6/5 | 4.4/5 | +22% |
| Decision-making | 3.1/5 | 4.0/5 | +29% |
| Change leadership | 2.9/5 | 3.8/5 | +31% |
Manager Observations (60-day follow-up):
Connecting training to business results demonstrates value.
Performance Improvements:
Talent Outcomes:
Business Results:
Basic ROI Formula: ROI = (Benefits - Costs) / Costs × 100
Example Calculation:
Benefit Estimation Approaches:
Business Impact
The Leadership Excellence Programme delivered measurable business value beyond participant development.
Performance Outcomes:
Talent Outcomes:
Return on Investment:
Note: Benefits calculated using conservative manager estimates discounted by 50% to account for estimation uncertainty.
Recommendations demonstrate strategic thinking and guide future action.
Programme Improvements:
Follow-Up Actions:
Future Programmes:
For each recommendation, include:
Recommendations
Based on programme outcomes and participant feedback, we recommend the following actions:
1. Continue Programme (High Priority) Rationale: Strong outcomes and positive ROI justify continuation. Action: Approve next cohort for September delivery. Investment: £48,500 (same as current programme).
2. Add Coaching Support (Medium Priority) Rationale: Participants requested individual support; research shows coaching improves transfer. Action: Provide three coaching sessions per participant post-programme. Investment: £12,000 additional. Expected Benefit: 20-30% improvement in behaviour change sustainability.
3. Enhance Change Leadership Module (Medium Priority) Rationale: Lowest initial scores; highest relevance given strategic priorities. Action: Extend change leadership from 0.5 to 1 day; add simulation exercise. Investment: Minimal (content development time).
4. Develop Advanced Programme (Low Priority) Rationale: Graduates requesting continued development; succession needs. Action: Design advanced leadership programme for programme alumni. Investment: £15,000 development; £35,000 delivery. Timeline: Assess after next cohort completion.
Presentation affects readability and impact.
Visual Design:
Data Visualisation:
Length Guidelines:
Length depends on audience and purpose. Executive summaries should fit on one page. Full reports typically run 5-10 pages. Include appendices for detailed data that supports but shouldn't clutter the main report. Prioritise brevity and clarity over comprehensive detail—most stakeholders want key findings, not exhaustive documentation.
Immediate reaction data should be compiled within one week. Initial reports covering participation and reaction can be produced within two weeks. Learning and behaviour change reports require 30-90 days for meaningful observation. Business impact assessment may need 6-12 months for accurate measurement. Consider interim reports for longer timeframes.
Calculate benefits by estimating performance improvement value (using manager input, historical comparisons, or industry benchmarks). Subtract total programme costs. Divide by costs and multiply by 100 for percentage. Use conservative estimates and acknowledge limitations. ROI calculations for soft skills involve inherent uncertainty—present results as estimates with appropriate caveats.
Report findings honestly whilst focusing on learning and improvement. Identify what didn't work and why. Propose specific adjustments. Frame poor outcomes as diagnostic information guiding better future investment. Avoid defensiveness or blame. Stakeholders appreciate honest assessment more than obvious spin.
Aggregate feedback should protect individual anonymity unless participants consent to attribution. Use quotes without names. Report trends rather than individual responses. This protects psychological safety for future programmes whilst still communicating participant perspectives. Managers may receive team-level feedback without individual identification.
Collect manager observations through surveys or interviews 30-90 days post-programme. Ask about specific behaviours taught in training. Request examples of application. Use 360-degree feedback if available. Self-reports provide useful supplementary data but are less reliable than manager observation. Report percentage observing change and specific examples.
Leadership training reports transform development activities into business-relevant narratives. Effective reports balance data and story, demonstrating value whilst identifying improvement opportunities. Clear structure, appropriate metrics, and actionable recommendations serve stakeholder needs across the organisation. Whether reporting to executives, training committees, or programme sponsors, well-crafted reports build credibility and secure continued investment in leadership development.