Training Leaders
Ready — Jay A. Conger, acclaimed leadership scholar and author of Building Leaders and Learning to Lead, transformed the way organizations think about leadership development. Rather than relying on quick workshops or abstract theory, Conger proposed a holistic process that blends self-awareness, experience, feedback, and reflection.
Set — Conger identified four key stages in effective leadership development. Together, they form a cycle of discovery and practice that builds both competence and character. Leadership, he emphasized, must be learned through experience, refined through feedback, and anchored in purpose.
The process unfolds through . . .
Personal Growth. The journey begins with understanding oneself. Leaders know their core values, strengths, and weaknesses. Self-awareness creates the foundation for authentic influence. Without it, leadership becomes imitation rather than inspiration.
Skill Development. Leadership can’t be taught only in classrooms. It must be practiced in real contexts. Stretch assignments, mentoring, and hands-on challenges transform abstract ideas into applied wisdom. Learning by doing embeds leadership into behavior.
Feedback and Reflection. Growth depends on honest insight. Conger urges organizations to create spaces for feedback through peer reviews, coaching, and 360-degree assessments. Reflection turns experience into understanding, helping leaders identify lessons and adjust their approach.
Reinforcement and Culture Support. Leadership learning must be sustained. Organizations that reinforce leadership behaviors through recognition, continued development opportunities, and alignment with organizational values see the best results. When the culture supports growth, leadership becomes contagious.
Grow! — The bottom line is leadership development is not an event. It’s a journey. Effective programs build awareness, experience, feedback, and reinforcement into an ongoing rhythm of growth. As Conger taught, “Leadership is learned best when life and learning work together.” Great leaders are not discovered; they are developed.
Two Questions
Which stage of leadership growth—self-awareness, experience, feedback, or reinforcement—needs the most attention in your organization right now?
How leadership experiences could you add to your leadership development process?