How to Improve Leadership Development Results: 5 Strategic Shifts (02/24/2026)

Happy Tuesday!

If you think about work in yearlong segments, the year is just getting started. If you think about it in 90-day sprints, you are past halfway.

Either way, the same time has passed. But your perspective changes everything.

What is your perspective on time? And how is it impacting the work you are accomplishing today or this week?

In the two articles below, I’m hopefully helping you alter your perspective – not on time but on other important matters.

Before you read on …

If you are an independent trainer consultant or contractor, I hope you will join me for this webinar just for you this afternoon. I encourage you to join us – I’m excited to share some of what I have learned with you and help you make 2026 the start of new chapter in your business.

Thanks for reading and have a great week.

You are Remarkable!

Kevin 😊

Why Are They Still Here?

In workshops I lead, leaders often talk about someone on their team who they are continually frustrated by, who they say isn’t meeting their expectations and is a major cause of stress and frustration for them.

My first piece of advice is about clarifying expectations and giving people the chance to succeed. But I’ve learned that there sometimes are people who would make the organization better if they left (I’ve learned that often those people are better off too, even if they don’t think so at first).

And I know it is hard to move on from those folks. If it weren’t, I wouldn’t have so many conversations about them!

Here’s what else I’ve learned – that there are three big reasons we don’t move or remove them.

• They really know their work. They may be subject matter experts, but that isn’t all you need from them, or there wouldn’t be a problem. Remember that no one is irreplaceable. The expertise gap may be overcome with an immediate and significant morale boost.

• They’ve been here a long time. But now they’ve caused problems for a long time too, right? We can be humane and help people find a soft landing, but we don’t have to sustain the problems just because they’ve been around a long time.

• They’re a (big) revenue generator. And yet, do you really believe all their books of business will go away with them? Analyze this carefully, rather than simply operating from fear. And if you decide to move on from them, have your client retention plan ready before you let them go.

Are any of these your reasons?

If so, rethink how important those are in comparison to the damage, challenge, and emotional cost of them remaining on your team without a change in behavior.

Chances are if you are feeling it, so are others on your team.

If so, it’s time to help them leave and find a new place to work outside of your team.

How to Improve Leadership Development Results: 5 Strategic Shifts

For all the money that is invested in leadership development programs and activities, it’s a shame how disappointed senior leaders and executives are with the results.

If you are investing in developing your leaders but not seeing meaningful (or enough) behavior change, stronger pipelines, or improved business outcomes, the issue may not be your content.

Improving leadership development results requires more than better workshops. It requires clarity, alignment, integration, and long-term commitment.

Here are five strategic shifts that consistently improve leadership development results in organizations.

KEEP READING

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