How to develop a training program for new leaders and seasoned pros

The world of work has changed dramatically through the upheaval of the past few years. From a changing social justice climate to the rapid rise of cutting-edge technologies, leaders face an unfamiliar set of demands.

They’re hungry for more training to navigate this new world: LinkedIn reports that managers’ most-requested training topic is leadership skills.

Organizations are delivering: leadership training budgets increased by 27% in 2022. But leadership training isn’t a one-size-fits-all proposition. What newly minted leaders need to handle their responsibilities is different from what senior leaders need to keep up with a changing world.

Here are some steps you can take to build a program that helps leaders at every stage of their careers thrive in our changing world.

Start from a common ground before you branch out

Before you start designing your training program, you need to conduct a needs analysis. What is your organization trying to achieve this year? Answering this question determines the destination of each individual learning path.

You also need to establish a common understanding of the values that training will teach and reinforce. We’re humans trying to work together; we need a common language to coexist.

Leaders need to be fluent in the framework their organization uses to manage performance and behavior, whether that’s knowing the sequence of corrective actions that lead up to termination or understanding what a term like “victim mentality” both means and looks like.

It’s not just a matter of avoiding legal risk: It’s an opportunity to communicate effectively, clarify the written (and sometimes unwritten) “rules” of an organization and help people perform better and more independently in their roles.

Different levels take different paths

Once you’ve set a destination and your standards for engaging along the journey, it’s time to understand what your leaders need to get there.

You likely already know what your junior leaders need: Basic management skills. They need to learn the regulations around interviewing, how to promote a sense of belonging on a team, how to write a performance evaluation, and so on.

Senior leaders are tougher. I’ve been a leader myself for twenty years. I find training most valuable when I can curate my own learning path based on my interests, goals, and even my personal belief system. For example, if I’m exploring mindfulness, I might like to explore leadership training that incorporates those principles.

Our industry is increasingly turning to generative AI to allow senior and mid-level leaders to create custom learning journeys. Our newest technologies can, for example, ask a leader how much they know about a trend that Gen Z introduced to the workplace and create a bespoke lesson based on their existing knowledge and role. It’s much more compelling than a generic course on influencer marketing.

Regardless of a learner’s level, we’ve come a long way from the days of death by PowerPoint. Whether you’re creating standard or custom learning paths, you can use tactics like gamification to improve engagement and retention of material.

Yes, managers and executives can play games! Sixty-five percent of American adults play video games, and gaming is most popular within the 18-34 demographic that is quickly rising up the leadership ranks. Senior leaders may benefit most from a simulation-style game — imagine a game like Roller Coaster Tycoon based on a day in the life of your company — while junior leaders can compete in a JEOPARDY!®-style question-and-answer game around workplace processes.

Each level learns through their own lens

Leaders from different generations bring different world views and life experiences to the table. Effective training helps leaders at every level reach common ground.

Junior leaders need to gain a wide understanding of what it takes to succeed as a manager at your organization. They need to rediscover the company’s mission, vision, and values within the context of leadership.

They are also more fluent in some modern leadership concepts than senior leaders who are steeped in old-school HR practices. Millennials and Gen Z know the language of diversity, equity, inclusion, and belonging (DEIB). Still, they need more training on the nuts and bolts of company procedures and employment law.

Conversely, the world has changed since senior leaders received training on Title VII decades ago. While they are likely more familiar with company procedures, they may be less attuned to the cultural shifts that are changing the discipline of leadership.

Keep in mind that senior leaders tend to be myopic. It’s the rare senior leader who will open up their own worldview. They need help to understand where their blind spots are.

That help can include a 360° assessment with feedback from peers, reports, and board members; it can also include using third-party tools to gauge their mindset and entrenched beliefs.

Read more: Should leadership training be a part of employee benefits in 2023?

Investing the time in feedback and training may be a tough sell for some seasoned senior leaders, but accountability to management (whether that’s a more senior executive or even a corporate board) is a strong motivator.

Though 82% of Americans say they would quit their job because of a bad manager, only 53% of workplaces provide leadership training. As the world of work continues to change and new technology makes it easier to deliver high-quality, personalized training, there’s no time like the present to unite your managers around a common leadership language.

Andrew Scivally, co-founder and CEO, ELB Learning