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Good managers achieve great results. Employers Council's interactive coaching helps leaders achieve long term excellence through comprehensive training programs. In survey after survey employees make it clear that if they like working with their manager or supervisor, they are likely to stay. If they do not, they are likely to leave. Replacing your high-performing employees is difficult and costly, and without direction and effective leadership, they'll leave in search of advancement and opportunity. Help those in leadership positions manage more effectively and watch results improve.  

To access our leadership development courses, become a member at Employers Council.​

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How Employers Council Approaches Leadership Training

Employee retention can be a complex puzzle, but it's well-documented that the availability of professional development and leadership opportunities are valued employee reward and retention tools. Finding and hiring top talent is costly and becoming increasingly difficult in lots of different industries – so if you are not able to find it on the outside, it becomes even more important to grow it on the inside.

​There are a few important considerations when approaching professional development, especially for positions of leadership:


The philosophy of your organization when it comes to professional development can help shape the paths you build for your leaders and future leaders. Factors that determine your professional development philosophy include:

  • Do you approach training and development efforts and expense or an investment?
  • Do objections to funding development efforts revolve around “But what if people leave afterward?"
  • As a follow-up question, is it better that undeveloped employees stay?

Answering these questions can help provide a direction for how you approach professional development and how you raise the next generation of leaders. If your organization can agree that your employees are one of your most important assets (if not the most important), the question becomes how can you ensure those assets appreciate, and do not depreciate, over time?

Employers Council can help you establish a philosophy that matches your culture and industry – one that earns buy-in at each level of your organization. Our training and leadership experts can also help you establish a right level of professional development spend and anticipate what kinds of returns you can expect over time.


​To boost employee retention and ensure growth in careers and output, it's worth considering what kinds of opportunities you have at every level. An easy way to identify whether you have a healthy development track is following your employees at the most junior level of your organization and seeing how high they rise before they leave. Is there a pattern in when they decide to go somewhere else? Are you able to grow an intern into a leader? How long does it take?

Providing a well-rounded leadership development strategy includes not only career advancement and training, but coaching and on-the-job application opportunities as well. Challenge projects, cross-training, job shadowing, mentoring, 360s, high-feedback cultures and support in career planning are all elements of development.


​As organizations grow, it's easy for different departments or units to grow siloed and rarely interact. However, effective development can't thrive in a vacuum. Integration of vision, mission, and values with selection processes, performance management philosophy, training and development programming, and reward systems can lead to a higher retention rate and higher incentives for burgeoning leaders to invest in and grow an organization. ​

Learning by Doing vs. Learning by Training

​There's an important balance between the experience of doing something and the experience of learning about how to do something. Think about getting a degree for the leadership position you're in (or one that you're hiring for) vs. the actual day-to-day work that will make someone successful.

While leadership training can provide leaders with the frameworks and considerations that will help them grow in their role, it's not a substitute for the experience of being a leader. On the other hand, simply dropping an employee into a leadership role and expecting them to learn on their own and succeed can turn into a monumental failure.

Based on a survey asking nearly 200 executives to self-report how they believed they learned, research by Morgan McCall and his colleagues at the Center for Creative Leadership (CCL) found:

Lessons learned by successful and effective managers are roughly:

  • 70% from challenging assignments
  • 20% from developmental relationships
  • 10% from coursework and training

Learning must be integrated across the what happens in the classroom, supportive relationships post-training, and real world work assignments facilitating application; no singular element accounts for all learning. The more hands-on leadership training is structured, the effective and useful it is for growing leaders.

To explore some of the considerations of balancing experience and training, read this article by our Organizational Development and Learning Director Evan Abbott, M.A., SPHR.

Leadership Training at Employers Council

Coaching candidates implement a customized development plan and meet regularly with their Employers Council certified coach to review progress toward goals, extract lessons learned, and make adjustments that increase the likelihood for success. Often the coaching begins by utilizing a 360 feedback instrument to develop a picture of current strengths and development needs, which helps better define the development plan for the coaching candidate.    ​

Employers Council's customized leadership training and professional development programs develop leaders on a range of key competencies critical to the organization's strategic future. This integrated approach to learning, combines leadership theory with practical application and uses a blend of methods to develop leaders through:

  • Assessment
  • Training
  • Coaching
  • Application Assignments

Employers Council can partner with you to build a customized leadership training program that fits your organization's needs, culture, and price point.


The Employers Council Organizational Development and Learning Department provides an excellent blend of skilled and knowledgeable trainers, meaningful programs and curriculum, and experienced and insightful executive coaches. Many of Imagine!'s leaders and emerging leaders have participated in various Employers Council leadership programs, and the results have been profound. Employers Council is Imagine!'s go-to for all of our training needs, including on-site training."

 - Karen Kalis, SPHR Human Resources Director

Become a member to explore custom training built to foster and grow leadership that lasts.

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For over 70 years, Employers Council has been providing compensation and benefit data to employers, along with consultation and advice, to allow you to make the best decisions for your workplace based on sound experience and reliable data.

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Employers Council's library of resources and our staff's in-depth knowledge help employers stay in compliance and better manage the risks you face.

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Employers Council has tools to guide you in measuring employee performance and improving productivity, adding to your bottom line.

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Who We Serve

We serve employers of all sizes by responding to requests for assistance with timely, considered advice and providing all the tools necessary to attract, hire, train, and retain the best possible workforce.


Who We Are

Employers Council is more than 200 legal and HR professionals with experience and expertise in every facet of human resources and employment law. We are easily accessible and well equipped to address your issues.



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