Mindset > Skillset: How to Get Real Results from Leadership Training

According to research, companies collectively spend around $400 billion annually on leadership development. Yet, many organizations struggle to see a meaningful return on their investment. 

Why? 

One word: MINDSET. 

Most organizations approach leadership development from the wrong angle. They focus heavily on teaching leadership skills while neglecting the foundational element that drives true success: a leadership mindset. 

The Missing Piece   

To achieve real results and a tangible ROI, leaders must first adopt the right mindset. Without it, even the best training programs and resources will fall flat. 

So how can you ensure leaders develop the right mindset? 

By helping leaders cultivate a high self-awareness and realize they need to actively focus on leading. It’s all too easy for leaders today to get bogged down by noise, distractions and day-to-day challenges. What they often fail to realize, however, is that many of these challenges are self-inflicted.  

When leaders neglect the core principles of leadership and approach development with the wrong mindset, they’re not prepared to fully engage with or apply what they learn. What’s more, they are not in the right mindset to even accept those skills. Instead, they may think: 

• I don’t have time for this.
• I don’t need this.
• I already know how to lead.
• This doesn’t apply to me.
• These “leadership gurus” don’t understand my challenges.
• Why invest in this? It won’t stick or make a difference.

These thoughts — and countless others — become roadblocks that derail leadership development efforts. 

Why Mindset Matters 

Without the right mindset, even the best leadership development initiatives fail. Switching to a mindset-first approach is the key to unlocking untapped leadership potential.

Here’s how to start: 

1. Create Shared Experiences: Encourage leaders to reflect on their current challenges and opportunities. Facilitate moments where they “convince themselves” of the need for growth and development.
2. Shift the Perspective: Help leaders recognize that people drive results (results don’t drive people). By focusing on their people instead of just tasks or outcomes, leaders can achieve stronger results and deeper connections.
3. Encourage Ownership: Guide leaders to identify specific areas for improvement. When leaders own their growth, they’re more likely to embrace change. 

When leaders buy into their development, they start to see the bigger picture: 

• Improved results come from better relationships.
• Engaged employees lead to less stress and confusion.
• Shifting focus to people creates clarity, fulfillment and easier paths to success.

Key Questions for Reflection 

To foster a growth mindset, challenge yourself and your leaders to reflect on these questions.

• Am I focused on the right priorities every day?
• What can I improve to create better results and a stronger team?
• Are my actions aligned with what’s truly essential for success?
• What tasks am I juggling that I could delete or defer to focus on what truly matters?

These questions, when answered honestly, can spark powerful clarity and a stronger leadership mindset. This clarity paves the way for meaningful skill development and long-term success. 

Mindset Before Skillset 

At the end of the day, mindset wins. If the mindset isn’t right, leadership skill development will fail to stick. Mindset shapes behaviors, drives actions and creates the conditions for growth. That’s why it must come first — because only when leaders are grounded in the right mindset can their skills truly take root and thrive.

Ready to Transform Your Leaders’ Mindset? 

Developing the right mindset takes guidance and intentional effort. If you want to unlock your team’s leadership potential and see real ROI from your development programs, let’s talk. Reach out to us to explore strategies for creating the mindset shift your leaders need to thrive.