Traditional leadership development programs are often seen as the go-to solution for cultivating leadership skills. But let’s be honest: how many times have you sat through a leadership seminar, nodded along, maybe even gotten a little inspired… and then promptly forgotten everything the moment real work got in the way? It happens. Traditional leadership training doesn’t always stick, and for some companies, it just doesn’t make sense.
The good news is there are other ways to grow as a leader (or help your team do the same) without forcing them into an ineffective training program. At The Metiss Group, we help our clients find the best development programs for their needs — whether that solution is a traditional leadership development program or one of these alternatives.
Here are five alternative approaches that might work better for your organization:
- Emotional Intelligence Development
- Peer-Learning
- Mentorship
- Self-Paced Learning
- Learning a Hiring Process
1. Emotional Intelligence Development Takes Leadership To The Next Level
Leadership isn’t just about what you do; it’s about how you do it. Emotional intelligence (EQ) development helps leaders and team members understand their own behavior, read the room better, and make more thoughtful decisions — all without necessarily focusing on traditional leadership practices.
One of the best tools for this is an EQ 360 assessment, which helps show how you think you come across versus how others actually see you.
EQ development is especially useful for high-potential employees who might become leaders down the line.
It’s also a hidden gem for people in technical fields. Take a manager leading a team of engineers, who stereotypically have a quieter, more independent working style. If the leader doesn’t have an engineering background, they might struggle to relate. Developing emotional intelligence can bridge that gap.
EQ isn’t just for people-focused roles like HR or sales. Every team member, whether they’re in finance, IT, or operations, can benefit from understanding how their emotions impact their decision-making and relationships.
2. Peer Learning Combines Development with Team Building
There’s something powerful about learning alongside peers. It creates accountability, builds trust, and frankly, makes learning feel less like a chore.
Instead of sending employees to expensive leadership seminars where they return with a stack of notes they never revisit, companies can foster peer learning in-house — and at little to no cost.
One way to do this is a departmental book club. Choose a leadership book, read a few chapters a week, and discuss how it applies to real work situations.
You could also consider “teach-back” groups. Each person learns a different concept or skill and then teaches it to the group. Teaching something is one of the best ways to internalize it.
Peer learning builds camaraderie and a shared sense of growth. However, it does lack structured follow-up, so pairing it with a coach or mentor could make it more effective.
3. Mentorship Can Make A Difference with The Right Guide
The best mentors aren’t the ones assigned through a formal program. They’re the ones you naturally keep going back to for advice — whether they realize they’re mentoring you or not.
Personally, my best mentor was a former boss. He was a great leader when I worked for him, but even after I moved on, I kept reaching out for guidance. I always felt safe asking him questions, and I wasn’t scared to try something new, knowing I could go to him for support. That’s what a real mentor looks like.
There are formal programs that can help if you don’t already have a mentor in mind. SCORE.org is a national organization that offers free mentorship for business leaders. Groups like Vistage provide mentorship through peer groups and one-on-one coaching sessions.
Another approach is to have someone in your organization (someone in charge of personal development, if you have that person on your payroll) identify high-potential employees and hand-select compatible mentors for them.
Instead of leaving mentorship to chance, this ensures that the relationship is aligned with a strategic growth plan. You’ll pair rising leaders with mentors who have the right experience and mindset, which can make mentorship a meaningful, long-term investment rather than just a feel-good exercise.
4. Self-Paced Learning for Development on Your Own Terms
Not everyone needs a structured program to develop leadership skills. Some people take the initiative to learn on their own terms.
I know someone who made a smooth transition from journalism to marketing by taking free online HubSpot courses. No formal training, no fancy credentials—just self-driven (and free) learning that helped her step into a new role.
For leadership, there are plenty of similar options:
- LinkedIn Learning and MasterClass offer courses from leadership experts.
- Many universities allow you to audit classes for free.
- Old-fashioned but still effective: reading books on leadership.
The biggest challenge with this approach is accountability. Without deadlines, tests, or coaching, it’s easy to lose momentum. Pairing self-paced learning with a mentor or coach can make a huge difference in actually applying what you learn.
5. Learn a Proven Hiring Process To Get The Best Leaders
You might be asking yourself, what does hiring have to do with leadership development?
Think about it. If you’re in a leadership position, your success is directly tied to the people you hire. A great leader with a mediocre team will struggle. A good hiring process ensures you’re surrounding yourself with people who not only have the right skills but also fit the culture and work well with others.
A structured process like The Hiring Process Coach™ helps leaders identify the best candidates — not just based on what’s on their resume, but based on their interpersonal skills, work ethic, and how they’ll fit into the team. Remember, a hiring process is more than an interview. Most people can pull off a singular interview, but can they consistently perform in each step of a process and gracefully move through that process?
When leaders get hiring right, their teams function better, and leadership itself becomes easier.
The Bottom Line
Leadership development isn’t always about the traditional programs that come to mind when you hear the word. It can also be peer learning, emotional intelligence development, mentorship, self-paced learning, or even something as foundational as hiring better people.
Here at The Metiss Group, we clearly believe our leadership development programs are the best. But we also understand they aren’t the perfect fit for every client at every time. That’s why we want to make sure you have all the options in front of you.
Now that you understand the best alternatives to leadership development, the next step is to download our ebook on where to start in leadership development. This short book will give you an in-depth look at our programs and help you decide if you’re ready to get started on your organization’s leadership journey.
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