Training Industry’s research-based Leadership Development Model identifies the key conditions that influence the success of leadership training programs.

It serves as the foundation for the Leading Leadership Development certificate program and provides a practical framework for designing, delivering and sustaining effective leadership development initiatives.

Overview

Leadership development does not succeed based on content alone. Research shows that outcomes are shaped by a combination of factors before, during and after training.

The model highlights these conditions and emphasizes that lasting impact requires alignment across the full learning experience, from how training is introduced to how it is reinforced on the job.

Pre-Training Conditions

What happens before training begins plays a critical role in shaping outcomes. Two factors are especially important:

• Training Expectations: How participants perceive the training, such as its value, relevance and credibility, can influence their level of engagement and willingness to apply what they learn.
• Access to Leadership Development Opportunities: Employees must believe they have meaningful opportunities to participate in leadership development. Limited or unclear access can reduce motivation and participation.

To yield positive training outcomes, learning leaders should follow core marketing and branding principles to enhance leaders’ training expectations and actively promote and improve access to leadership training initiatives.

During and Post-Training Conditions

The effectiveness of leadership development is also shaped by what happens during and after the training experience.

• Content Relevance: Training must connect directly to real-world challenges. Programs should include practical examples and clearly show how leaders can apply new skills in their roles.
• Manager Support: Direct managers play a critical role in reinforcing learning. When managers actively support and encourage development, learners are more likely to apply new skills. Without this support, even well-designed programs may fall short.
• Peer Reinforcement: Informal learning and peer interaction can strengthen retention and application. Encouraging structured opportunities, such as group discussions or post-training check-ins, helps reinforce key concepts.
• Learner Reactions: Learners’ reactions to training also matter. Training Industry research shows that perceived usefulness — not just enjoyment — has a stronger impact on whether learning translates into improved performance.

Training Outcomes

When each of these pre-training, training and post-training conditions are met, leadership training programs are more likely to improve performance, role clarity (the extent to which one understands his or her role), job satisfaction and retention, among other leadership outcomes.

To learn more about this model and the program it supports, visit the Leading Leadership Development certificate page.

Related Content: 

• Podcast Episode: Leadership Skills Development
• 6 Elements of a Successful Leadership Development Strategy
• How to Develop Leaders: The Importance of Training
• Training Industry Magazine: It’s Time to Get Leadership Development Right