Leadership training is no longer just about compliance, it’s about connection. It’s about helping people lead with confidence, empathy, and adaptability. And it starts with recognising that learning isn’t a one-off event. It’s a journey, and one worth investing in. By Nick Sheppard.
Leadership development is changing – and fast.
In the past, training for leaders often focused on technical skills: how to manage performance, run meetings, or navigate compliance.
But today’s leaders are asking for something deeper. They want to learn how to show up, how to listen, and how to create space for others to lead. It’s a shift from transactional to transformational and it’s reshaping how we think about professional development.
At the EMA, we’re seeing this change play out across industries.
Leaders are no longer satisfied with one-size-fits-all training. They’re looking for learning that’s relevant, flexible, and human. That means blending formal and informal approaches, from e-learning and workshops to mentoring, shadowing, and stretch assignments. It’s about building capability in ways that stick, rather than just ticking a box.
For example, a technical expert stepping into a team leader role might start with our two-day Emerging Team Leader course. This programme is designed to accelerate the transition from managing tasks to inspiring people. Participants develop their personal leadership brand, master communication, and learn to navigate courageous conversations and emotional intelligence. The course compresses years of trial-and-error learning into just two days, giving new leaders a significant head start and the confidence to lead authentically from day one.
But the real growth happens when that person returns to work and reflects with their manager: What did I learn? What will I do differently?What’s next? That reflective process is critical. It turns training into transformation.
For those ready to take their leadership to the next level, the EMA’s Ultimate Team Leader programme offers a transformative six-month journey. Delivered in an interactive, one-day-a-month format, this course covers everything from communication and conflict resolution to coaching, motivating, and leading highperforming teams. Leaders learn to adapt their style to different situations, resolve performance issues, and drive innovation and change. The modular structure means participants can immediately apply new skills in their workplace.
We often talk about professional development in terms of hours, and a good benchmark is around 40 to 50 hours per employee per year.
That might sound like a lot, but it doesn’t have to mean time off the shop floor. It can include coaching, conferences, microlearning, and project-based work. The key is to start small, build momentum, and keep the conversation going.
Importantly, the responsibility for growth is shared. Employers have a duty to invest in their people – not just to boost productivity and engagement, but to retain talent in a competitive market. In tough financial times, when salary increases aren’t always possible, training has become a powerful way to show value. “We can’t offer a pay rise right now, but we want to invest in your development.” That message resonates.
At the same time, employees have a responsibility to make the most of those opportunities. With rapid changes in technology, AI, and ways of working, staying current is essential.
Whether you’re looking to grow in your current role or explore new ones, continuous learning gives you a strategic advantage.
For those who want to empower others, the EMA’s Train the Trainer course is a standout. Over two days, participants gain the knowledge, skills, and confidence to deliver high-impact training sessions for adults. This programme is ideal for anyone tasked with upskilling their team or sharing expertise across the business. It’s about multiplying the impact of learning by building internal capability.
So where should a learning journey begin? With a conversation. When setting goals for the year ahead, include one or two focused on professional development. Ask: What skills do I need to lead more effectively? What would help me step up? Then build from there. The important thing is to keep learning, keep reflecting, and keep growing.
Nick Sheppard is the Head of Learning and Development at the Employers and Manufacturers Association (EMA).
