Most executives try to fix the leadership problems they notice in others the same way they fix business problems — with more time, more talking, or more training.
It feels productive. It feels responsible. But it rarely changes the dynamic.
The Generic Solution
It’s common — and often well-intentioned — to send newly promoted leaders to development programs: two-day intensives, eight-week cohorts, or certifications with impressive titles like Executive Leadership Academy or Strategic Leadership Certificate Program.
These programs teach frameworks on executive presence, emotional intelligence, and delegation.
And I understand why you invest in them.
It feels like taking action without direct confrontation. It signals commitment to your team’s growth. It looks responsible to stakeholders — “development budget” well spent. And if things don’t improve, you can always say, “We sent them to training.”
I know these programs well. I’ve facilitated them, designed my own, and been an attendee. I’m a fan — they can be transformative.
But they also fall short.
Why Training Alone Isn’t Enough
Because they teach valuable skills in isolation — without addressing the specific relationship dynamic between you and the person you promoted.
Three to six months later, I often hear:
“We sent them to that executive presence program — they came back with the certificate, but nothing really changed.”
“They learned all these frameworks, but I don’t see them applying them.”
“I invested in their leadership development, but they’re still struggling with the same issues.”
That’s why I call these programs “generic.” They focus on mindset and skill development, but they miss what’s really creating the friction — the relational pattern that training alone can’t shift.
The Real Issue
Because the real issue isn’t time. It’s tension.
Tension between what you, an executive, want for yourself… What you want for the person you promoted… And what you want for the organization.
You can’t train your way out of a relationship dynamic you haven’t examined.
Maybe you have unspoken expectations the program you sent them to couldn’t address. Maybe what looks like a communication issue is actually a power dynamic that keeps your new leader from revealing what they don’t understand.
When only one person in the system changes their approach, the system often pulls both of you back to what’s familiar — and stuck.
The Shift That Changes Everything
When you shift from asking “How do I fix them?” to “What is this relationship system revealing about me?” — everything changes.
If you’ve tried the usual fixes and nothing’s shifting, this is the work I help leaders untangle — the unseen relational dynamics underneath the surface.
Book a free call with me if you want to explore what’s really going on underneath.
When have you noticed that investing in “more training” for them didn’t actually shift the dynamic? What did you discover was really going on underneath?
