Leadership Development vs. On-the-Job Learning: Why Coaching is Non-Negotiable

Dr. Sarah Renee Langley
Apr 6
3 min read

Many organizations expect leaders to learn on the job. They promote high performers into leadership roles, assuming that intelligence, experience, and technical skills are enough. But leadership isn’t just about what you know—it’s about how you lead.

A study by the Corporate Executive Board found that 60% of new managers fail within their first 24 months. Why? Because most companies provide little to no leadership training. Instead, they rely on trial and error, forcing leaders to figure it out as they go.

But leadership isn’t a skill you pick up through experience alone. The best leaders are intentional about growth, guided by mentorship, and equipped with the right tools. That’s why structured leadership coaching and development programs are essential.

Why On-the-Job Learning Alone Doesn’t Work

1. Leadership Isn’t Just About Technical Skills

A top-performing employee doesn’t automatically become a great leader. Leadership requires:

Emotional intelligence—understanding how to lead people, not just processes.
Decision-making under pressure—balancing strategy, people, and execution.
Effective communication—clarity, confidence, and influence in every interaction.

💡 Example: A high-achieving engineer may excel at problem-solving, but without leadership development, they may struggle with team motivation, conflict resolution, or delegation.

2. Trial and Error Is Costly

Without proper training, new leaders often make avoidable mistakes that impact team morale, productivity, and company culture.

Untrained leaders struggle with delegation, causing bottlenecks.
Ineffective managers create disengaged teams and higher turnover.
Poor leadership leads to confusion, inefficiency, and financial losses.

💡 Fact: Organizations that invest in leadership training experience 22% higher productivity and 25% greater profitability (Deloitte).

3. Leaders Need Guidance, Not Just Experience

Even the best leaders don’t grow in isolation. They need mentorship, feedback, and structured development to refine their skills.

CEOs have executive coaches—why shouldn’t emerging leaders?
Athletes train with coaches, even when they’re at the top of their game.
Leadership is no different—it requires continuous learning.

💡 Example: Google’s internal research found that their most successful managers were not just technically skilled—they were great at coaching, listening, and supporting their teams.

The Limitless Leadership™ Solution: Planning for Authentic Leadership

The "Planning" pillar of Limitless Leadership™ focuses on intentional leadership growth. Great leaders don’t just react to challenges—they prepare, set goals, and develop their leadership skills proactively.

Leadership coaching helps leaders:

✅ Develop a clear leadership identity—understanding personal strengths and areas for growth.

✅ Set measurable leadership goals—aligning skills with organizational objectives.

✅ Learn proven strategies—rather than relying on trial and error.

How Leaders Can Plan for Growth

✅ Create a Leadership Development Plan: Great leaders don’t wait for training—they seek it out.

💡 Strategy: Identify key leadership skills to develop, set timelines, and invest in executive coaching or mentorship.

✅ Seek Regular Feedback and Adjust: The best leaders are always refining their approach.

💡 Strategy: Ask for 360-degree feedback from peers, employees, and mentors to pinpoint areas of improvement.

✅ Invest in Coaching, Not Just Training: Workshops are helpful, but ongoing coaching ensures lasting leadership growth.

💡 Strategy: Work with a leadership coach to refine decision-making, presence, and strategic thinking.

✅ Lead with Authenticity: Great leadership isn’t about imitating others—it’s about finding your own leadership voice.

💡 Strategy: Use self-reflection and coaching to lead in a way that’s both effective and authentic.

Leadership Coaching is an Investment, Not an Expense

Strong leadership doesn’t happen by accident—it happens by design. Organizations that invest in coaching don’t just develop better leaders—they build stronger, more successful businesses.