Beyond the Workshop: Turning Learning into Leadership!

"Been in a workshop? Check! ??

But is that enough?"

I’ve been guilty of it too—attending a workshop, feeling inspired, taking in some great ideas, then thinking, "Well, that’s done!" ........and going back to carrying on as before.

But let’s be honest, just showing up isn’t what makes us better leaders. It’s what happens AFTER the workshop that really matters.

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It really is what happens AFTER the workshop that really matters.

True leadership happens not in the workshop itself but in how we apply, reflect, and grow after the learning moment ends. Your team's success depends on your dedication to this long-term growth.

When we just “tick the box” and move on, here’s what can happen:

• We stop growing: If we don’t actually apply what we’ve learned, it’s like planting seeds but never watering them. No growth, no change, skills plateau. A leader who stops learning and evolving won’t inspire their team to grow either.
• Missed opportunities: Workshops are full of practical tools, techniques and ideas to challenge perceptions which enhance growth, engagement and motivation, but if they’re not put into action, the potential for driving real change disappears.
• Our teams notice: Teams can feel the difference between a leader who is truly invested in development versus one who’s just going through the motions. If we’re not engaged with learning and growing, how can we expect our teams to be? Those insights and tools we gained? They could make a huge difference for us and our teams—but only if we put them into practice.

The truth is, the best leaders don’t just go through the motions; they take each experience as an opportunity to reflect, implement, and improve.

In my experience, leadership growth is built on three pillars: intellect, intention, and action.

• Intellect: A workshop or learning intervention may give us new knowledge, tools, challenges to perceptions or ideas. But knowledge alone doesn’t lead to transformation.
• Intention: After we learn, we need to decide how we’ll use it. What are our goals? What do we want to change or improve?
• Action: Here’s the tricky part. Without action, intellect and intention are just good intentions. Nice to "dos". Real growth comes when we take steps to put that learning into practice.

If you're truly committed to leading with purpose, you’ll know that:

• Learning is a process, not an event—What insights will you put into practice today? Tomorrow? Leadership isn’t about ticking boxes—it’s about consistently applying new ideas and reflecting on how to improve.
• Active follow-through: How can you take what you learned and implement it in your daily leadership practice?
• Engagement happens in the follow-through—How are you empowering your team to grow based on what you’ve learned?
• A culture of growth: Culture thrives when we lead by example—Are you walking the talk and inspiring those around you to evolve. When leaders model a commitment to their own development, they create a ripple effect. The entire team benefits from a leader who leads by example, fostering a culture of engagement, innovation, and empowerment.?

So how do we move from learning to doing?

Here are a few things I’ve found helpful:

1. Set immediate, small goals: Right after the workshop, identify one or two things you can start doing today. It might be having a conversation differently or experimenting with a new approach in a meeting. Small, immediate and consistent actions build momentum.
2. Share your takeaways with your team: One of the best ways to reinforce new learning is to talk about it. Share key insights with your peers and your team and discuss how they can be applied together. This not only holds you accountable but also invites collaboration.
3. Build reflection time into your routine: Don’t let the learning fade! Schedule regular check-ins with yourself (or a trusted colleague or your line manager if you have one) to reflect on how the new ideas are being applied and what adjustments you need to make.
4. Seek feedback: Actively ask your team or peers for feedback on the changes you're trying. This helps you stay aligned with your goals and fine-tune your approach.

Workshops are great, but the real impact comes when we take those insights and weave them into our everyday leadership practice. Let’s make sure we're turning intellect and intention into meaningful action.

So, let’s ditch the "checklist mentality" and embrace a growth mindset—one that understands leadership is a journey, not a destination.

Points to ponder:

• How do you keep yourself accountable to taking action after learning something new?
• What gets in your way?
• What has helped you to consistently apply learning to the workplace?
• How do you support your team to apply learning into their day jobs?

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I'm Chrissie and I talk about Leadership Coaching and Development and Organisational Behavioural Analytics. I empower high achieving results driven business owners and leaders to create great employee experiences, realise their potential and grow their business?results

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