Leadership Training, really?

I’m a leadership trainer and coach, but here’s something you might not expect: I don’t actually believe in leadership training, not the way it’s usually done. Sounds bold, yes, I know (a little clickbaity!) And yes, I’ll admit, that statement’s a bit provocative on purpose.

Here’s why: Training alone is a bit like pouring water into a bucket with holes in it. Sure, it fills up for a little while, but before long, most of what you poured in is gone, and folks go back to their comfortable and long-used ways. Over the years, as a corporate executive and working with leaders at all levels, I’ve realized that what really makes the difference isn’t just more training sessions; it’s coaching (either ongoing quality coaching from a trusted supervisor, or what we see more recently, from a trained coach with experience) that helps turn new insights into lasting habits. That’s where true and LASTING transformation happens.

The Problem with Training

The real issue with traditional leadership training isn’t the content, it’s the context. Workshops drop people into a controlled environment for a day or two, but then send them back into the chaos of real work with little support. That’s where most good intentions stall. Without ongoing reinforcement, refinement, and clarification, leaders default to old patterns because that’s what they have practiced for so much longer than that workshop.

This isn’t just my opinion; it’s what the research shows. The “forgetting curve,” first described by Hermann Ebbinghaus (over 100 years ago, and quite frankly, proven regularly for those who train front-line workers), reveals that we lose information rapidly unless it’s reinforced. For example, studies suggest people forget ~70% of new information within 24 hours and up to ~90% within a week without review. That means the bulk of your training investment (time, money, energy) can vanish almost as fast as the workshop ends.

Why Coaching Matters

Coaching is what turns knowledge into action. It’s one thing to sit through a training session and learn new ideas, but it’s another thing entirely to put those ideas to work when real-life challenges hit. The truth is, leadership doesn’t happen in tidy classrooms; it happens in the middle of tough conversations, unexpected setbacks, and daily pressure. That’s where coaching steps in.

A great coach helps leaders pause, reflect, and figure out how to actually apply what they’ve learned. It’s the regular check-ins, honest feedback, and those “so, how did that difficult meeting really go?” conversations that make the difference. This ongoing support and accountability help new habits stick, little by little, until real change takes root.

Think of it this way: training plants the seed, but coaching is what helps it grow strong. It’s not about piling on more information; it’s about making space to practice, reflect, and get feedback. That’s how leadership grows from a theory into a real, lasting skill.

When Training and Coaching Work Together

When organizations combine training with follow-up coaching, the results are radically different. Research from the International Coach Federation found that training alone can improve productivity by about 22% — but when combined with coaching, that improvement jumps to 88%. The reason is simple: coaching provides the reinforcement and real-world application that training alone can’t.

I’ve seen this firsthand. When a company invests in leadership workshops and provides ongoing coaching afterward, leaders actually use what they’ve learned. They become more intentional in how they communicate, handle conflict, and make decisions. My partner (ICF Master Certified Coach Edward Vicedo) with our firm, Hospitality Leadership Coach, and I have done team coachings, where teams actually find out they like each other! Imagine having executive teams where the members do not even know each other enough to know if they like each other! Because they do not communicate effectively!  The ROI doesn’t just show up in performance metrics; it shows up in engagement, retention, and culture… and maybe just liking the person you work with.

Rethinking Leadership Development

Wrapping this rant up, if we’re serious about developing better leaders, we have to stop treating training as the finish line,  it’s just the starting point. Training introduces ideas; coaching turns those ideas into action. Without that follow-through, even the best-designed programs are just expensive inspiration sessions, which are not bad, just not enough.

And remember, we used to have this. Supervisors had ongoing training conversations for new/incoming leaders. Former CEOs would join the board and counsel the new CEOs. Directors worked with managers. And,  if you are truly working this program, BRAVO! However, for the majority of companies, this is not included in their plans. So I will suggest that professional coaching is a great supplement!

True leadership growth doesn’t happen in a workshop or one-time training seminar,  it happens in the weeks and months that follow, when someone is applying what they learned, reflecting on what worked (and what didn’t), and getting real-time feedback to stay accountable. That’s the work that builds confidence, competence, and character.

So, no,  I don’t believe in leadership training. I believe in transformation. And transformation happens when learning doesn’t end at the classroom door. Get a coach or get a trusted mentor for your people or yourself. It will be well worth the investment! 

See us at www.HospitalityLeadership.coach if you want to chat about traingin or coaching, its one of our favorite topics to chat about.