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A suicide bomber was training his recruits: “Now, listen up, I’ll only do this once.” And that was the end of the story. Does training play a role? Without a doubt, especially in times of change. But leadership training? Even more so.
However, most leadership development and training programs have a budget. They’re typically available to senior executives, while middle managers and new leaders are left with almost no systematic approach to leadership training. It’s as if they’re teaching Olympic swimmers while letting the beginners drown.
Meanwhile, senior executives are often offered off-site retreats that resemble perks more than actual training. Over time, these organizations complain that succession is complicated, and their leadership bench is too shallow.
Is it not the time to invest in leadership where it’s most needed?
Companies often face a difficult choice: Should leadership development be deep and practical but limited in reach, or broad and accessible but shallow? The good news is that it can be both high-quality and scalable–if we change our approach and leverage technology, mentoring, and hands–on experience.
Many organizations are facing leadership deficits. In recent years, it’s no longer just top management that needs training. People at all levels are now expected to step up and lead. This means leadership development must be accessible to everyone, not just a select view.
The real challenge is conducting training that reaches many people without watering it down. Technology offers the most convenient solution. With artificial intelligence, online learning platforms, and video courses, leadership coaching can now be scaled to a wider audience at lower costs than traditional face-to-face classes.
But technology alone isn’t enough. No matter how intelligent the AI tools are, employees will remain passive participants unless actively engaged.
The real question isn’t whether we should use technology, but how can we embed it into employees’ day-to-day work so that leadership development becomes a natural and practical part of their growth. When integrated well, it becomes something employees live out – not just check off.
Microlearning platforms are gaining popularity for a good reason. They offer short, easy-to-access lessons that fit seamlessly into busy schedules. Employees love them. But leadership is not just about consuming content – it’s about practicing skills in the real world.
Leaders don’t develop solely by reading or watching videos. They learn through experience.
One of the most underused resources in organizations is their current leaders. Leadership doesn’t develop in isolation – it grows through active practice, observation, and mentorship.
The best companies don’t just invest in employees’ development; they also empower their managers to mentor other managers. Some may call this coaching, but a more accurate term is “effective leadership mentoring” – a purposeful way of sharing real-life leadership experience.
Leaders can be equipped with tools to mentor, delegate, and coach, allowing leadership development to become an organic part of everyday work. When this happens, growth no longer depends solely on external training programs.
Employees receiving coaching and mentoring from their immediate supervisors are more productive and more engaged. Research shows that employees with managers who act as mentors are eight times more likely to be engaged than those who don’t have such guidance.
Mentorship has become one of the most natural ways to transfer leadership knowledge. While some employees will naturally seek out mentors, a structured mentorship program ensures that leadership development happens intentionally – not by chance.
Companies can expand their leadership development efforts by providing mentorship frameworks, delegation strategies, and coaching tools that managers can use regularly. The result? A sustainable leadership pipeline where leadership is not just a position but a continuous process of learning, leading, and growing together.
Scaling leadership development isn’t just about reaching more people, it’s about making leadership training genuinely impactful. A well-designed program doesn’t just create leaders at the top. It builds a culture of leadership at every level.
AI or tech-driven training, if not implemented thoughtfully, could end up like the suicide bomber’s lesson: “Okay, pay attention; I’m only going to show you this once.” And then – boom. That’s it.
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Unlock your potential and propel your career forward at Level Up Leadership – The Excellence Advantage workshop seminar on April 8 at Rockwell Club, Makati. Reserve your seat now. Contact April at +63928-559-1798 or Savee at 0917-533-6817. Visit www.levelupleadership.ph for details. Limited seats available.
