Leadership Training is the Beginning – Not the Finish Line

Completing a long-term leadership development program — such as one similar to the Talent Academy for Leaders — is an achievement worth recognizing. You invested time, energy, and intention into growing your capabilities as a leader. But the true value of training is not measured by completion—it is measured by application.

What happens next determines whether the learning becomes a catalyst for sustained leadership growth or slowly fades into good intentions.

The weeks immediately following training are critical. This is the moment to convert insight into habit and knowledge into action.

Establish an Accountability Partner

One of the most effective ways to apply leadership skills is through intentional practice. Identify a trusted colleague—ideally someone in a different part of the organization or even in another organization—who can serve as your accountability partner. This person should be someone with whom you can openly practice conversations, discuss real challenges, role-play difficult scenarios, and reflect on how you are applying what you learned.

An accountability partnership is mutually beneficial. You are not only reinforcing your own learning but also continuing to learn from another leader’s experiences and perspective. Schedule regular check-ins and treat them as non-negotiable commitments to your growth.

Identify What Was Missing

No leadership program can cover everything. As you reflect on your experience, consider what critical skills, tools, or perspectives were not part of the curriculum but are essential for your continued success. This might include organizational navigation, executive presence, conflict management, financial acumen, or leading through change.

Document these gaps and create a personal development plan to address them—through additional reading, coaching, stretch assignments, or future training.

Engage Your Direct Leader—Intentionally

Schedule time to discuss your major takeaways with your direct leader. Share what you learned, how you intend to apply it, and where you want to continue developing. Actively ask for feedback on development opportunities they observe.

Keep in mind that not all leaders are familiar with leadership development frameworks or consistently provide feedback. This does not eliminate the value of the conversation—it increases the importance of your initiative. Come prepared with specific questions and examples to guide the discussion.

Note: If an organization has sponsored the training, see this article for 8 Must-Dos to Sustain the Impact of Leadership Development. It is written for leaders of trainees and Human Resources.

Prevent Learning Stagnation

Training content can quickly stagnate if it is not revisited. Decide now how you will review and refresh the material. This could include monthly reflection prompts, revisiting specific modules before key meetings, or incorporating concepts into your goal-setting process.

Visible reminders matter. Consider displaying meaningful job aids, leadership models, or quotes from the program in your workspace. Small “chotchkes” or visual cues from the training—often tucked away in drawers—can serve as powerful memory triggers when kept visible and intentional. As an example, Talent Authority provides Talent Academy for Leaders participants with a mousepad with everyday reminders.

Make Materials Accessible and Useful

Ensure all downloadable resources are saved promptly to a dedicated folder labeled something like “Leadership Resources.” Online access may expire, links may disappear, and platforms may change. Organizing these materials ensures they remain a long-term reference rather than a temporary benefit.

Explore additional online resources—articles, podcasts, leadership communities, and learning platforms—that align with the program’s themes and your development goals.

Pay It Forward

One of the true measures of leadership growth is the ability to develop others. Share relevant tools, techniques, and insights with your direct reports to support their growth—especially those navigating difficult personalities or complex dynamics. Teaching and coaching others reinforces your own learning and strengthens your leadership presence.

Leadership development is not just personal—it is cultural.

Consider Mentorship—Both Directions

If your organization offers a mentorship program, reflect honestly on where you are. Are you ready to serve as a mentor by modeling strong leadership behaviors? Or would you benefit more from being a mentee at this stage of your career?

If you choose to be a mentee, ensure you are paired with someone who aligns with your aspirations, challenges, and development needs. If your organization does not have a formal mentorship program, identify a leader you respect and ask if they would be willing to mentor you. In most cases, great leaders are willing—and honored—to invest time in developing others.

Remember, the mentor you seek does not need to be your direct leader. Your direct leader should already be providing ongoing coaching and support. Mentorship offers a different lens, broader perspective, and additional advocacy.

Share the Impact—Make the Learning Visible

Be intentional about sharing positive feedback and experiences from your leadership development journey. Human nature often draws conversations toward what didn’t work or what was frustrating. This is an opportunity to shift that narrative by highlighting how you are intentionally improving, what you are doing differently, and what you have already begun applying—and the impact those changes are having in your day-to-day work.

Too often, training is viewed as “just one more distraction from getting the job done.” In reality, an effective long-term leadership development program should enable you to do your job more effectively than before—handling situations with greater clarity, confidence, and consistency. When applied, the result is stronger performance, increased productivity, and ultimately improved organizational outcomes.

Let your direct reports know what you will be doing differently as a leader. Be transparent about the behaviors you are committing to change or strengthen. This not only reinforces your own accountability, but it also builds trust, sets clear expectations, and models continuous improvement. When leaders visibly apply what they learn, development becomes real—and leadership growth becomes contagious.

Leadership training plants the seeds.

What you do next determines whether they grow.