When you hear the word “training,” what’s the first thing that comes to mind?
For most organizations, the answer is Leadership and Management training. And for good reason—investing in leadership development is a proven strategy for growth and success. In fact, over the past four years, we’ve helped clients secure over $7M in grant funds, with $2.5M (35%) dedicated specifically to leadership training. These are significant numbers that reflect a serious commitment to nurturing effective leaders.
But here’s the catch:
While leadership training programs have ambitious and well-intentioned goals, companies are still missing the biggest piece of the puzzle. This oversight keeps them locked in a frustrating cycle of leadership challenges, turnover, and underperformance.
So, what’s the missing piece?
It’s not the training itself that’s flawed. The real issue is that many organizations lack a well-structured people operations process—a comprehensive plan that ensures employees are set up for success from day one. Without a deliberate and tactical approach to onboarding, performance management, and continuous support, leadership training alone can’t bridge the gap.
Why does this matter?
Because people operations go beyond a two-hour workshop or a one-off leadership seminar. They require real, ongoing investment—time, resources, and commitment—to build a sustainable framework that helps employees thrive. Without this foundation, leadership training is like trying to build a house on shaky ground.
Investing in People Operations: A Long-Term Solution
Developing a strong people operations strategy means creating clear, tactical steps to onboard new hires, provide ongoing support, and offer the right tools for success. It’s about nurturing your team at every stage of their journey. When your people are empowered with a solid support system, they’re more likely to grow into effective leaders—and your leadership training becomes much more impactful.
