Leadership training and leadership development are often treated as interchangeable. They aren’t—and confusing the two can lead to stalled growth, frustrated leaders, and wasted investment. Knowing when your organization needs skill-building versus long-term development is critical to building leadership capability that actually scales. 

Leadership training focuses on what leaders need to do. It builds specific, observable skills such as communication, feedback, accountability, and decision-making. Training is typically structured, time-bound, and role-specific. 

Leadership development focuses on who leaders need to become. It addresses mindset, identity, and readiness for future complexity. Development is ongoing and prepares leaders to navigate ambiguity, growth, and change. 

Problems arise when organizations choose one when they need both. New managers often require targeted training before development is effective. High-potential leaders benefit when training is embedded into a longer-term development strategy. Organizations in transition need leaders equipped for current demands and future challenges. 

The most effective organizations integrate leadership training into a cohesive leadership development roadmap. 

Denver Training Group helps organizations design leadership solutions that balance immediate capability-building with long-term growth. Explore DTG’s leadership development offerings here:
https://denvertraininggroup.com/leadership-development/ 

Organizations preparing future leaders may also integrate succession planning to ensure continuity:
https://denvertraininggroup.com/succession-planning/