What Should Leadership Training Include? A Complete Framework

Effective leadership training should include a balanced combination of core competency development, experiential learning, feedback mechanisms, and transfer support—all aligned with organisational strategy and participant needs. The best programmes address both knowledge and behaviour, providing conceptual frameworks whilst creating opportunities for practice, reflection, and real-world application.

Yet despite organisations investing billions annually in leadership development, a significant majority report their programmes as ineffective. The gap between investment and impact often stems from incomplete programme design—training that addresses some elements whilst neglecting others essential for lasting behaviour change. Understanding what comprehensive leadership training should include helps organisations design programmes that genuinely develop leaders rather than merely occupy their time.

Core Content Areas: What Topics Should Leadership Training Cover?

Effective leadership programmes address multiple competency domains. The specific emphasis varies based on organisational needs and participant levels, but comprehensive training typically includes:

1. Self-Awareness and Emotional Intelligence

Leadership begins with self-knowledge. Training should include:

• Personality and style assessments — Tools like MBTI, DISC, or Hogan provide frameworks for understanding individual tendencies
• Emotional intelligence development — Self-awareness, self-regulation, empathy, and social skills
• Values clarification — Understanding personal values and their influence on leadership decisions
• Strengths identification — Recognising natural talents and how to leverage them
• Blind spot awareness — Identifying areas where self-perception diverges from how others experience you

Why it matters: Research indicates that self-awareness correlates strongly with leadership effectiveness, yet fewer than 15% of people demonstrate the accurate self-perception that characterises excellent leaders.

2. Communication and Influence

Communication underpins virtually every leadership function. Training should address:

• Clear messaging — Articulating ideas simply and memorably
• Active listening — Understanding before responding
• Presentation skills — Engaging audiences from small teams to large groups
• Written communication — Crafting clear, impactful documents
• Difficult conversations — Addressing sensitive topics constructively
• Influencing without authority — Building coalitions and persuading without formal power
• Storytelling — Using narrative to inspire and communicate vision

3. Strategic Thinking and Business Acumen

Leaders must understand how their decisions connect to broader organisational success:

• Strategic frameworks — Tools for environmental analysis, competitive positioning, and strategic planning
• Business acumen — Understanding financial statements, key metrics, and business models
• Systems thinking — Seeing how elements interact across organisational boundaries
• Decision-making — Frameworks for making choices under uncertainty
• Innovation and change — Leading adaptation and transformation

4. Team Leadership and Development

Enabling team effectiveness represents core leadership responsibility:

• Team dynamics — Understanding group development stages and performance factors
• Delegation — Assigning work effectively whilst developing capabilities
• Coaching and feedback — Developing others through questions and observations
• Performance management — Setting expectations and addressing underperformance
• Motivation and engagement — Creating environments where people choose to contribute discretionary effort
• Conflict management — Addressing disagreements constructively
• Inclusive leadership — Building diverse teams and creating psychological safety

5. Leading Change

Organisations must continually adapt; leaders must drive that adaptation:

• Change models — Frameworks for understanding and managing transitions
• Resistance management — Understanding and addressing opposition
• Communication during change — Maintaining clarity and trust through uncertainty
• Sustaining momentum — Moving beyond initial enthusiasm to lasting transformation
• Personal resilience — Managing your own response to change-related stress

Learning Methodologies: How Should Content Be Delivered?

What leadership training includes extends beyond topics to delivery methods. Effective programmes employ multiple approaches:

The 70-20-10 Model

Research suggests leadership development occurs through:

Percentage	Learning Source	Examples
70%	Challenging experiences	Stretch assignments, new responsibilities, project leadership
20%	Developmental relationships	Coaching, mentoring, peer feedback
10%	Formal coursework	Workshops, e-learning, reading

Effective training programmes incorporate all three elements rather than relying solely on classroom instruction.

Experiential Learning Methods

Adult learners develop leadership through experience, not just instruction:

• Case studies — Analysing real leadership situations and discussing responses
• Simulations — Practising leadership in controlled environments with feedback
• Role plays — Rehearsing difficult conversations and leadership situations
• Action learning projects — Applying learning to real organisational challenges
• Business games — Competitive exercises developing strategic and leadership skills
• Outdoor challenges — Physical experiences that surface team dynamics and leadership behaviours

Reflection and Integration

Learning without reflection rarely transfers to behaviour change:

• Journaling — Recording insights, challenges, and development goals
• Peer discussion — Processing learning through conversation with fellow participants
• Personal action planning — Translating insights into specific behavioural commitments
• After-action reviews — Systematically analysing experiences for lessons

Assessment and Feedback Mechanisms

Effective leadership training includes robust feedback throughout:

Pre-Programme Assessment

Understanding participants' starting points enables customisation:

• 360-degree feedback — Gathering perspectives from supervisors, peers, and direct reports
• Personality and style assessments — Identifying natural tendencies and preferences
• Skills assessments — Measuring current competency levels
• Learning needs analysis — Understanding what participants most need to develop

During-Programme Feedback

Real-time feedback accelerates development:

• Facilitator observations — Skilled facilitators providing feedback on in-session behaviours
• Peer feedback — Fellow participants sharing observations
• Video review — Recording and analysing presentations or difficult conversations
• Assessment centre exercises — Simulated activities with structured behavioural assessment

Post-Programme Measurement

Tracking outcomes validates investment:

• Follow-up 360-degree feedback — Measuring behavioural change
• Performance metrics — Tracking business results
• Participant self-assessment — Evaluating perceived development
• Manager feedback — Gathering supervisor observations of on-the-job application

Transfer Support: Ensuring Learning Translates to Practice

Training that doesn't transfer to workplace behaviour wastes investment. Effective programmes include:

Pre-Programme Preparation

Preparing participants and their managers:

• Manager briefings — Helping supervisors understand programme objectives and their role
• Goal-setting conversations — Participants discussing development objectives with their managers
• Pre-work — Reading, assessments, or reflections that prepare participants for learning
• Learning contracts — Formal commitments to apply and share learning

During-Programme Application

Connecting classroom to workplace:

• Action learning projects — Working on real business challenges throughout the programme
• Application assignments — Specific between-session tasks applying new skills
• Manager check-ins — Scheduled conversations about applying learning
• Learning logs — Documenting attempts to apply new approaches

Post-Programme Reinforcement

Sustaining learning beyond the event:

• Coaching — Ongoing support from internal or external coaches
• Peer learning groups — Continued connection with cohort members
• Follow-up sessions — Reconvening to share experiences and deepen learning
• Microlearning — Brief, targeted content reinforcing key concepts
• Manager involvement — Supervisors supporting application and providing feedback
• Performance integration — Connecting development objectives to performance management

What Should Leadership Training Include by Level?

Different leadership levels require different programme emphasis:

First-Time Manager Training Should Include

Component	Why It's Essential
Transition from individual contributor	Managing the identity shift from doing to enabling
Delegation skills	Learning to assign work and develop others
Feedback and difficult conversations	Building capability for essential management conversations
Performance management basics	Setting expectations, tracking progress, addressing issues
Time management as a leader	Balancing competing demands differently
Leading former peers	Navigating relationship changes

Middle Manager Training Should Include

Component	Why It's Essential
Strategic execution	Translating organisational strategy into team action
Cross-functional leadership	Achieving results through peers and across boundaries
Developing others	Building team capabilities beyond immediate task needs
Managing up	Influencing senior leaders effectively
Change management	Driving improvement whilst maintaining operations
Coaching skills	Enabling growth through questions rather than answers

Senior Leader Training Should Include

Component	Why It's Essential
Enterprise thinking	Seeing across organisational boundaries
Strategic development	Shaping direction, not just executing
Stakeholder management	Navigating complex relationships and interests
Transformation leadership	Driving significant organisational change
Executive presence	Communicating with impact at senior levels
Board and investor relations	Managing governance relationships

Programme Design Considerations

Beyond content, effective leadership training addresses structural factors:

Duration and Spacing

• Spaced learning — Multiple sessions over months rather than intensive single events
• Application time — Intervals between sessions for workplace practice
• Sufficient depth — Enough time for meaningful skill development, not just awareness
• Sustainability — Participant time investment that's feasible alongside work demands

Cohort Composition

• Cross-functional mixing — Participants from different functions build networks and diverse perspectives
• Level-appropriate grouping — Participants facing similar challenges learn more effectively together
• Cohort size — Small enough for individual attention, large enough for diverse perspectives (typically 12-24)
• Organisational representation — Sufficient numbers to build critical mass for cultural change

Facilitation Quality

• Skilled facilitators — Experienced practitioners who can adapt to participant needs
• Business credibility — Facilitators with relevant leadership experience, not just training skills
• Coaching capability — Ability to provide individual feedback and support
• Subject expertise — Deep knowledge in programme content areas

What Effective Leadership Training Should NOT Include

Equally important is understanding what detracts from programme effectiveness:

Avoid These Common Mistakes

1. Too much theory, too little practice — Concepts without application don't change behaviour
2. Generic content — Training not customised to organisational context and challenges
3. Single events — "Sheep dip" programmes without ongoing support and reinforcement
4. Lecture-heavy delivery — Passive learning doesn't develop leadership skills
5. Lack of feedback — Learning without observation and input from others
6. Disconnection from strategy — Training not aligned with organisational leadership requirements
7. No manager involvement — Participants return to unsupportive environments
8. Insufficient application support — No structure for translating learning to workplace behaviour

How to Know If Your Training Includes the Right Elements

Evaluate your leadership training against this checklist:

Content Checklist

• Addresses self-awareness and emotional intelligence
• Develops communication and influence skills
• Builds strategic thinking capability
• Teaches team leadership and development
• Prepares leaders for change management
• Aligns with organisational strategy and culture

Methodology Checklist

• Incorporates experiential learning, not just lecture
• Includes practice opportunities with feedback
• Provides time for reflection and integration
• Creates application assignments between sessions
• Establishes developmental relationships (coaching, mentoring)

Support Checklist

• Prepares participants and their managers pre-programme
• Connects learning to real workplace challenges
• Provides post-programme reinforcement and follow-up
• Includes measurement of behavioural change and results

Frequently Asked Questions

What are the essential topics leadership training should cover?

Essential leadership training topics include: self-awareness and emotional intelligence, communication and influence, strategic thinking and business acumen, team leadership and development, and leading change. Specific emphasis varies by organisational needs and participant level, but comprehensive programmes address all these domains whilst providing opportunities for practice and feedback.

How long should leadership training programmes be?

Effective leadership programmes typically span three to twelve months with multiple sessions rather than single intensive events. This duration allows for learning, application, feedback, and reinforcement—the cycle that produces lasting behaviour change. Individual sessions might last one to three days, with application periods between sessions. Executive programmes may extend to eighteen months or longer.

Should leadership training be done in-person or online?

Most effective leadership programmes combine both modalities. In-person sessions enable relationship building, experiential exercises, and real-time feedback that virtual environments struggle to replicate. Online elements provide flexibility, reduce travel costs, and enable microlearning reinforcement. The optimal blend depends on participant geography, budget, and specific learning objectives.

What makes leadership training effective?

Effective leadership training combines relevant content, experiential learning methods, robust feedback mechanisms, and transfer support. Content addresses genuine development needs aligned with organisational requirements. Methods go beyond lecture to include practice and application. Feedback helps participants understand their impact and development opportunities. Transfer support ensures learning translates to workplace behaviour change.

How do you measure if leadership training is working?

Measure leadership training effectiveness at multiple levels: reaction (participant satisfaction and perceived value), learning (knowledge and skill acquisition), behaviour (application of learning to workplace situations), and results (business outcomes attributable to behaviour change). Collect baseline data before training, use 360-degree feedback to assess behaviour change, and track relevant performance metrics to demonstrate return on investment.

What should first-time manager training include?

First-time manager training should include: transition management (shifting from individual contributor to leader), delegation skills, feedback and difficult conversation skills, performance management basics, time management as a leader, and leading former peers. This training addresses the immediate challenges new managers face whilst building foundation skills for continued leadership development.

How much should organisations invest in leadership training?

Investment varies significantly by organisation and programme type. Average spending ranges from several hundred to several thousand pounds per participant annually. Executive programmes at prestigious institutions may cost £10,000 to £50,000 per participant. More important than absolute spending is ensuring investment produces measurable returns—well-designed programmes typically generate £5-7 return for every £1 invested.

Conclusion: Designing Training That Develops Leaders

Understanding what leadership training should include provides the foundation for designing programmes that genuinely develop leaders rather than merely consume their time and organisational resources. Effective training combines relevant content across key competency domains, employs diverse experiential methodologies, incorporates robust feedback mechanisms, and provides transfer support that ensures learning translates to workplace behaviour.

The distinction between effective and ineffective leadership training rarely lies in any single element. Rather, it emerges from how components combine and reinforce each other. Content without practice doesn't change behaviour. Practice without feedback doesn't improve performance. Feedback without support doesn't sustain change. Comprehensive programme design addresses all elements, creating conditions where leadership development can genuinely occur.

As you evaluate or design leadership training, apply the frameworks and checklists provided here. Ensure content addresses the competencies your organisation requires. Employ methods that create genuine learning, not just awareness. Build feedback mechanisms throughout. Provide transfer support that sustains development beyond the training event. The investment in comprehensive design pays returns through leaders who genuinely grow—and through the improved organisational performance their development enables.