In the early 2000s, leadership development meant a three-day, in-person program. By 2020, we’d gone fully virtual—still classroom-based, just online, with a few learning licenses sprinkled in. Fast-forward to late 2024, when we asked leaders where they most often turned for learning…
- It wasn’t classrooms.
- It wasn’t conferences.
- It wasn’t even online courses.
It was reels, podcasts, and audiobooks—consumed through AirPods and phones, anytime, anywhere.
So how can organizations influence the learning that’s most critical for their leaders in this new landscape?
Audit Your Foundations Before Investing in Learning
Nothing falls flatter than a leadership program delivered within a broken system. Many companies turn to training to fix engagement—but if the real issues are compensation, workload, promotion logic, or senior behavior, no training will stick. In fact, it might make things worse.
Example:
We were brought in to teach focus and prioritization to a team of overwhelmed biotech leaders. Instead of curiosity, we were met with chuckles and eye-rolls. Why? The CEO’s “plant a thousand seeds” philosophy rewarded chaos over clarity. This team craved order—but their system celebrated the opposite. Before launching a learning initiative, make sure your systems are healthy.
Even the best leaders can’t thrive in a broken environment.
Meet Digital Learners Where They Are
Yes—offer reels, podcasts, and book recommendations. But don’t leave learning to the scroll.
Tie digital content directly to your strategic goals, values, and culture. Then, give people time together to discuss and reflect. Deliver less content. Instead, share frameworks that help leaders think and execute more effectively.
Example:
I coach an exceptional C-suite leader who often sends reels as prompts for our sessions. She shares them with her team too—they’re engaging and thought-provoking. But because they aren’t tied to her company’s strategy, the impact is shallow. The result? A team that’s inspired—but not equipped—to perform at an elite level.
Reinforce, Reinforce, Reinforce
Prioritize the pull-through. Make access as easy—and as irresistible—as Instagram.
Example:
Clients often ask us how to keep learning alive after a program ends. When we have access to an organization’s calendar, we can pulse custom digital content—reels, podcasts, or short clips—tied directly to the frameworks we teach and the discussions we lead.
- Delivering feedback? Watch this reel.
- Struggling with your boss’s style? Listen to this podcast.
- Setting goals for your team? Here’s a quick worksheet to get you started.
These timely nudges help leaders apply what they’ve learned in real time, not weeks later—turning insight into habit.
There’s nothing we enjoy more than helping organizations make leadership a core business advantage.
If you’re looking for a thought partner or sounding board, drop us a line—we’d love to connect.
