Businesses often promote high-performing team members into leadership roles with the best of intentions—but little formal preparation.
Without proper support, newly promoted team leaders may lack the communication skills, strategic insight, or confidence to manage others effectively. The result? Team misalignment, inconsistent performance, and rising turnover.
Proper support of team leaders and managers has the following benefits according to the research:
Enhanced Organisational Resilience and Change Management
A 2025 study published in the International Journal of Scientific Research and Management found that well-structured Leadership Development Programs (LDPs) significantly improve leaders’ abilities to anticipate crises, manage change, and foster adaptability within organisations. The study highlighted that organisations implementing such programs experienced enhanced operational efficiency and stronger workforce commitment.
Improved Team Performance and Strategic Execution
Research by Korn Ferry indicates that leadership development programs help leaders make better decisions, improve team performance, and execute strategies more effectively. These programs align team efforts with company priorities, contributing to organisational agility and resilience.
Increased Employee Engagement and Retention
According to the Center for Creative Leadership, organisations that invest in leadership development reap benefits including increased profitability, more engaged and loyal employees, and a clearer organisational strategy. Such investments signal to employees that their growth is valued, fostering a more committed and aligned workforce.
Development of Innovation Culture and Organisational Performance
A study focusing on the oil and gas industry demonstrated that leadership development programs positively impact transformational leadership, innovation culture, and overall organisational performance. The research emphasised the importance of aligning leadership development with organisational goals to drive performance.
Bridging the Team Leadership Gap with Structured Development
Businesses that invest in internal leadership development programs are far more likely to build a resilient and aligned workforce. Here’s how:
How to Bridge the Team Leadership Gap: A Practical 4-Step Process
- Create Structured Learning Pathways
Many first-time team leaders are promoted for their technical expertise—not their people skills. That’s why a structured leadership development pathway is essential.
A strong pathway should include:
- Progressive modules that build over time—from self-awareness and communication to performance management and team development.
- Blended delivery formats such as short videos, interactive e-learning, face-to-face sessions, and real-world assignments.
- Clear milestones to track development progress and build confidence.
- Opportunities for reflection, like journaling or action learning tasks, to help leaders apply what they’ve learned.
Tip: Map learning content to specific leadership behaviours you expect team leaders to demonstrate within their role.
- Incorporate Coaching and Peer Support
Structured learning is only part of the equation. Team leaders also need spaces to reflect, question, and grow through social learning.
You can embed this through:
- Internal coaching or mentoring programs, where experienced leaders support emerging ones.
- Peer coaching groups or forums where team leaders can share real challenges and workshop solutions together.
- Feedback loops built into regular performance check-ins or development conversations.
This kind of support helps reduce the “imposter syndrome” many new leaders feel and builds trust across leadership levels.
Tip: Use your LMS to schedule and track coaching sessions or link discussion forums to course topics for deeper engagement.
- Deliver Learning When It’s Needed
Many businesses treat leadership training as a one-time event—but team leadership requires ongoing support in the flow of work.
To deliver learning at the right time:
- Provide microlearning modules that team leaders can access on demand—short, focused resources like how-to guides or quick videos.
- Integrate performance support tools, such as conversation checklists, coaching templates, and conflict resolution frameworks.
- Make learning mobile-accessible, so leaders can upskill in real-time from any device.
This “just-in-time” model of development ensures learning is relevant, actionable, and sustained.
Tip: Add prompts or nudges within your LMS to surface content based on a leader’s role, goals, or recent challenges.
- Align Learning to Team and Business Goals
One of the most powerful ways to close the team leadership gap is by tying development directly to performance outcomes.
Here’s how:
- Involve managers in defining learning outcomes that connect to team KPIs and business priorities.
- Set up goal-setting tools within your LMS that encourage team leaders to link what they’re learning to what they’re achieving.
- Track impact through dashboards showing individual and team learning progress, skill acquisition, and alignment to team objectives.
When team leaders understand the “why” behind their development, they’re more motivated to engage and apply what they’ve learned.
Tip: Use your LMS’s reporting features to show how learning activities contribute to team growth and broader business metrics.
Your Next Generation of Leaders Is Already Here
The key is not just to identify them—but to invest in them. With the right tools and approach, you can develop capable, confident leaders from within your existing workforce.
Are you ready to close the team leadership gap in your business? WorkPlan Learning helps business turn high performers into high-impact leaders through collaborative, goal-driven learning. Access our learning content to deliver your internal team leaders program today.
Contact us for more information.
Phone: 1300 726 708
Email: contact@workplan.com.au
