How to scale leadership development

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.

- FRANCIS J. KONG

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.