In many companies, leadership training is important. But sometimes, the training becomes too long, too expensive, or too difficult for employees to join. As someone who also learns and works in a busy job, I understand this problem. Good leadership training programs should help employees grow, but also be easy to follow and not take too much time or money.

We found some simple ideas to make leadership training better and more efficient. In this blog, we will share 3 ways that work. At Transforme, we’ve learned that using online training tools can make learning more flexible and accessible for teams of all sizes. Hosting virtual sessions also helps engage remote or hybrid teams without compromising on quality.

1. Make Training Short and Easy to Access

One big problem in many leadership training programs is time. Employees are busy, and they cannot sit in a long training room for many hours. So, it is better to use small lessons—maybe 10–15 minutes each.

You can use online platforms like Teachable or LinkedIn Learning. These websites allow employees to watch short videos, do quizzes, and read simple articles. People can learn at home, at lunch break, or even while traveling.

Also, try to mix online learning with live group sessions. For example, once in two weeks, do a 30-minute video meeting with 4–5 people. They talk about what they learned and share ideas. This method saves time and keeps training regular.

When training is short and online, it is easier for everyone to complete. You also don’t need to spend much money on rooms, travel, or printing materials.

2. Add Mentorship and Real Feedback

Leadership is not only about learning from slides or videos. It also comes from real experience. So, it is very helpful if new leaders get support from mentors and regular feedback.

A mentor is someone with more experience who helps the new leader. They can meet once a month for coffee or a phone call. The mentor gives advice, shares stories, and listens to problems.

Also, inside the team, train people to give feedback. But feedback should be kind and helpful. For example: “You did a good job leading the meeting. Next time, try to ask more questions to the team.”

You can also ask senior managers to join training sometimes. If they talk about their own experience or success stories, learners feel more motivated. They also feel that leadership is taken seriously in the company.

Mentorship and feedback help people learn from real life, not just from theory.

3. Use Simple Data to Check Progress

Many training programs fail because no one checks if they are working. But using simple tools, you can see what’s good and what needs change.

For example, check how many people finish each part of the online training. If many people stop at the same lesson, maybe it is too long or not clear.

After each session, ask learners to answer 2-3 quick questions:

  • “Was this lesson useful?”
  • “Do you feel more confident now?”
  • “Would you like something different next time?”

Also, ask team leaders if they see any change in the learner. Are they speaking better in meetings? Are they solving problems faster?

When you collect small data like this, you don’t waste time. You improve the training fast and focus on what works.

Conclusion

Making leadership training programs more efficient is not about spending more money. It is about using smart and simple ways. If you keep the training short and online, give support through feedback and mentors, and check progress with small questions, your team will grow faster and stronger.