And the cost?
💸 Employees who feel undervalued and unmotivated.
💸 Teams that function on stress instead of strategy.
💸 A workplace culture that breeds burnout instead of brilliance.
The reality is, great leaders aren’t discovered—they’re developed.
Real-Life Examples of Training Boosting Productivity
Let’s take a look at some companies that stopped assuming leadership was something people were born with and instead put in the work to develop their leaders. The result? Increased productivity, enhanced employee morale, and overall growth. Because when you develop leadership skills, the impact trickles down throughout the whole organization.
General Electric (GE) – Leadership Development for a Global Workforce
GE, under the leadership of Jack Welch, was known for its robust leadership training programs. They implemented the Leadership Development Center in Crotonville, New York, which focused on instilling strong leadership qualities in its top performers. The training programs were so effective that they became a key factor in GE’s ability to maintain a competitive edge in the global market.
The result? GE’s leaders learned how to adapt to change, make more strategic decisions, and drive innovation, leading to increased productivity and a continuous growth cycle. Welch himself once said, “An organization’s ability to learn, and translate that learning into action rapidly, is the ultimate competitive advantage.”
Google – Investing in Leadership from the Ground Up
Google is another company that takes leadership development seriously. While hiring smart, capable people is important, Google knows that great leaders are made, not born. The company’s leadership training programs, such as their ‘g2g’ (Googler-to-Googler) initiative, rely heavily on peer-to-peer coaching, giving employees at all levels the chance to grow as leaders.
The result? Google’s leadership training has helped them maintain a culture of creativity, collaboration, and constant innovation. The company ranks consistently high on productivity measures due to its investment in employee development.
Starbucks – Turning Baristas into Leaders
Starbucks, which thrives on its customer service, invests heavily in its leadership training programs, even for front-line employees. Their ‘leadership lab’ helps employees grow into leadership roles within the company, and the focus isn’t just on technical skills; it’s about leadership, communication, and how to lead others effectively in high-pressure environments.
The result? In a study, Starbucks found that their investment in leadership development programs resulted in higher employee satisfaction and engagement, which, in turn, boosted productivity and customer experience. Starbucks workers are more likely to stay with the company when they see opportunities for growth, which also reduces turnover and the associated costs.
IBM – Training for Transformation
IBM faced major challenges when shifting its business model towards cloud computing and AI. The company invested heavily in leadership development and reskilling programs to help managers adapt to this transformation. They introduced learning paths for employees and leaders alike to develop future-facing skills.
The result? IBM’s new focus on leadership training helped them transform their business model successfully. Leaders were better equipped to manage change, and as a result, IBM saw improved employee productivity, greater innovation, and a smoother transition to new markets.
