Lead or lag? The future of leadership starts with learning

The leadership crisis

“People don’t leave companies - they leave managers.”

It’s a familiar phrase for good reason. Around 75% of employees cite poor management as their primary reason for leaving a role, making it clear that leadership directly impacts retention. So why aren’t more organisations treating leadership development as the strategic priority it should be?

In a workplace defined by rapid change and ongoing skills shortages, strong leadership is imperative. This is where learning pathways come in. When companies invest in their people and nurture leadership from within, they build better teams and stronger, more resilient businesses.

What’s the real cost of ignoring learning pathways?

Employee turnover is more than a temporary disruption; it’s expensive. Replacing an employee can cost a business between 30% to 150% of that employee’s annual salary.

According to AHRI:

19% of employees leave due to limited learning and development (L&D) opportunities

21% of employees leave due to poor workplace relationships

These are exactly the kinds of challenges that structured leadership and development programs are designed to solve.

But the damage goes beyond financial loss. Disengaged teams, poor performance and an inability to adapt all stem from weak leadership. Without a clear structure for leadership opportunities and career progression, companies risk losing people and potential.

Learning pathways provide a clear solution by offering employees structure, growth opportunities, and alignment with company goals - all of which drive retention and performance.

What are learning pathways?

Unlike ad-hoc or one-off training, learning pathways offer structured, ongoing development tailored to both current role requirements and future career goals.

They serve a dual purpose:

Support succession planning by preparing employees for future leadership roles

Foster internal mobility, helping people grow and stay within the organisation.

It’s no surprise that LinkedIn Learning found that 91% of L&D professionals believe that continuous learning is essential for career success.

More importantly, effective learning pathways align personal growth with business strategy, turning learning into a competitive advantage rather than a compliance exercise. When leaders are developed internally, they’re better equipped to adapt quickly, maintain institutional knowledge, and lead with cultural alignment.

Learning pathways in action

Some of the world’s leading companies are already seeing success with this approach.

McDonalds reimagined its learning programs to better support frontline employees. By introducing bite-sized gamified training experiences they made learning flexible, accessible and engaging, specifically for workers in casual or transitional roles. The result? Improved restaurant performance and a workforce with a growth mindset.

Amazon took a different approach, building manager supported upskilling initiatives directly linked to career progression. With the help of emerging technologies and a strong focus on internal development, they’ve created a culture where learning is continuous, and internal mobility is expected.

Both organisations demonstrate how tailored learning pathways can fuel performance and build strong internal leadership pipelines.

Creating a leadership learning strategy that works

When looking to reduce turnover and improve the durability of your workforce, you need a leadership learning strategy.

Here’s how to get started:

Audit your current L&D offering - understand what’s available to employees and managers and where you may have leadership gaps
Design tiered learning pathways - develop programs for different leadership levels, from emerging talent to seasoned executives, to support clear progression
Blend learning methods - combine technical skills, soft skill development, mentoring and regular feedback to create a holistic learning experience
Embed learning into daily workflows - leadership shouldn’t sit on the sidelines. It needs to be integrated into how your organisation operates - a daily practice as opposed to a one-off event

Will you lead or lag?

Strong leaders shape resilient teams and resilient teams power thriving businesses. Learning is no longer a luxury for the workforce. Organisations that invest in structured leadership development don’t just hold onto talent, they unlock potential and outperform the rest. Whether you’re in HR, L&D or the executive team, now’s the time to act. Start with an audit, engage your leaders and design pathways that turn potential into performance.

Will your organisation lead the way or fall behind?