Picture a familiar scene: A group of managers shuffling out of yet another intensive two-day leadership workshop, clutching their folders filled with best practices and action plans. Fast forward two weeks, and those same folders are gathering dust on office shelves, their contents largely forgotten. Sound familiar? It’s a scenario that plays out in organisations across the globe, and it’s time we had an honest conversation about why this approach isn’t serving our leaders well.
The limitations of short-term training
We’ve all been there. The energising workshop, the inspiring speaker, the moment when everything seems crystal clear. Yet, as anyone who’s ever tried to keep a New Year’s resolution knows, momentary inspiration rarely translates into lasting change. Traditional short-term training programmes, while valuable for specific skill-building, often fall short in creating genuine leadership transformation.
Hermann Ebbinghaus’s seminal research on the forgetting curve reveals that people typically forget 50-80% of what they’ve learned within days unless the information is reinforced through practical application. More recently, Deloitte’s comprehensive 2019 study found that only 15% of leaders believe traditional leadership training has a clear business impact. It’s rather like expecting someone to master a musical instrument after a weekend workshop – technically possible, but highly unlikely.
The compelling case for longer term coaching
In contrast, long-term leadership coaching offers something far more meaningful: a journey of genuine transformation. Think of it as the difference between a crash diet and adopting a healthy lifestyle – one might give you quick results, but the other creates lasting change.
The International Coach Federation’s global study reveals striking evidence: 80% of people who received coaching reported increased self-confidence, and over 70% documented improved work performance. These aren’t just numbers – they represent real leaders making lasting changes in their organisations.
The science behind sustained development
Our brains aren’t wired for overnight transformation. Dr David Rock’s research at the NeuroLeadership Institute demonstrates that lasting behavioural change requires consistent practice and reinforcement over time. This aligns perfectly with modern neuroplasticity research showing how new neural pathways form through repeated practice and feedback.
The foundational 70-20-10 model, developed by Morgan McCall and his colleagues at the Center for Creative Leadership in the 1980s, continues to prove its relevance. Their research shows that 70% of learning comes from challenging assignments, 20% from developmental relationships, and 10% from formal training – making a compelling case for sustained coaching over one-off training sessions.
The ROI of longer term leadership coaching
When it comes to return on investment, the numbers speak volumes. According to a report by FMI, 87% of respondents confirmed that executive coaching delivers a high return on investment (ROI). Additionally, a 2023 ICF HCI report shows a strong link between coaching and improved employee engagement, with 72% of respondents noting this connection. The report further reveals that coaching is valued across all levels, with 78% of senior executives and 73% of employees approving of its impact. A global survey by PriceWaterhouseCoopers and the Association Resource Center further highlights that coaching yields an average ROI of seven times the cost. This isn’t just about learning – it’s about genuine transformation that impacts the bottom line.
Essential elements of effective longer term coaching
What makes long-term coaching truly work? It’s not just about regular meetings (though these are crucial). It’s about creating a supportive partnership that challenges and nurtures growth. Think of it as having a skilled personal trainer for your leadership abilities – someone who knows when to push, when to encourage, and how to keep you accountable to your goals.
Transforming potential into lasting excellence
Leadership development isn’t just about learning new skills – it’s about becoming a better version of yourself as a leader. While short-term training might teach you the notes, long-term coaching helps you write your own symphony.
The choice between short-term training and long-term coaching isn’t just an organisational decision – it’s a statement about how seriously we take leadership development. In a world where authentic leadership matters more than ever, can we really afford to take shortcuts?
After all, leadership isn’t a destination – it’s a journey. And like any meaningful journey, it’s better taken with a trusted guide than with just a map and a weekend’s worth of directions.
