Imagine this: you’ve been asked to attend a one-off leadership workshop. You pack your bag with a sense of anticipation, hoping to return home a changed leader. You enter the conference room filled with like-minded professionals, colleagues ready to engage in discussions, participate in exercises, and maybe even get a little inspired. But, by the morning after the workshop, as you stare at the avalanche of emails and the pressing needs of your team, how much of that newfound insight actually sticks?

 

The reality is that a one-off workshop is like a spark – it might light up a room, but it’s not enough to ignite a sustained flame. Here’s why.

 

1. The Myth of the Quick Fix

 

Let’s be honest: human behaviour, especially in leadership, is rarely changed by a burst of inspiration or a PowerPoint-packed seminar. True, these workshops can create a brief spike in motivation and energy, but research suggests that this “honeymoon period” is short-lived.

 

Most participants will return to their usual routines, environments, and pressures, which typically drown out the “aha moments” from the workshop. The reasons are clear – habits are deeply ingrained, and change is hard. According to studies on behaviour change, it takes on average, 66 days to form a new habit, not 48 hours.

 

2. The Power of the Status Quo

 

Leadership is less about what you know and more about what you do consistently. And here’s the thing – our behaviours are hardwired by the habits we’ve cultivated over years, shaped by our unique experiences, environments, and mindsets.

 

Think of it like driving a car – after years of practice, your body knows what to do without conscious thought. Changing a leadership style, a way of thinking, or an ingrained habit is like suddenly deciding to drive on the left side of the road (if you’re used to the right) – you need practice, and a lot of it. A one-off workshop just doesn’t provide the repetition and feedback required to make that kind of change stick.

 

3. Real Transformation Takes Time, Support, and Alignment

 

If a one-off workshop is a spark, a comprehensive development program is a campfire that needs regular stoking to burn brightly and steadily. Here’s what makes the difference:

 

Interviews and Assessment:

Real change starts with understanding where you are. This involves candid conversations, 360-degree feedback, and perhaps most importantly, an honest self-assessment. Knowing your strengths and your blind spots is foundational to growth.

 

Coaching:

Imagine having a dedicated partner who helps you unpack challenges, reflect on your experiences, and holds you accountable to your commitments. Coaching offers a unique, personalised journey where growth is tracked, and insights are directly applied to real-life situations. Coaches don’t just teach; they guide, challenge, and encourage you to stretch beyond your comfort sone.

 

Alignment with Organisational Goals:

A transformative program doesn’t happen in a vacuum. It aligns personal growth with organisational needs and strategies. When leaders are aligned with their organisation’s mission and values, they’re more likely to internalise changes and act on them.

 

4. The Magic of Continuous Reinforcement

 

Let’s face it, lasting behaviour change is more marathon than sprint. Transformational development programs provide ongoing touchpoints, reflection opportunities, and feedback loops. This consistent engagement is what turns short-term insights into long-term habits.

 

A good program will have multiple layers: individual coaching sessions, group workshops, peer learning groups, and regular check-ins. This continuous exposure means participants are constantly challenged, encouraged, and supported as they practice new behaviours in real-time, with real stakes.

 

5. Creating a Culture of Feedback and Reflection

 

Great leaders aren’t born in isolation; they are forged in the fires of feedback. A one-off workshop may offer a taste of feedback, but without regular follow-ups, it’s unlikely to stick. A comprehensive program, however, nurtures a feedback-rich environment where leaders are encouraged to seek, give, and reflect on feedback continuously.

 

Reflection, too, is key. When leaders pause to think deeply about their actions, decisions, and their impact on others, they develop a heightened sense of self-awareness. And self-awareness is the bedrock of authentic leadership.

 

So, What’s the Verdict?

 

The takeaway is simple but profound: while one-off workshops can provide a useful jolt of insight, they are seldom enough to drive lasting change. Real leadership transformation requires more – more time, more depth, more support, and, crucially, more alignment with real-world challenges.

 

If you’re serious about change, look beyond the quick fix. Opt for a development journey that respects the complexity of behaviour, provides ample opportunities for practice, and aligns personal growth with organisational goals. That’s where the magic happens – not in the spark, but in the steady, sustained burn of genuine transformation.

 

And remember, the journey of leadership is less about the finish line and more about the continuous act of becoming. So, if you’re ready to be more than just a weekend warrior, it’s time to commit to the long game. Because real change? That takes time.

 

Stephen M Lang

 

“Our programmes are designed to support long term change. We are often asked to perform a quick fix. We know this is ineffective and seek to work with clients to create a plan together to meet their goals and bring about the change they seek. If you are serious about change, speak with ACN”