Creating An Action Plan to Improve Leadership Skills

Nov 7

Strong leadership doesn't happen by chance—it requires structure, intention, and continuous development. As organizations adapt to shifting workforce dynamics, client expectations, and economic pressures, the need for effective, agile leaders has never been greater. That’s why creating a comprehensive leadership plan is more than a strategic advantage—it’s a necessity.

At Loeb Leadership, we believe that leadership is a skill, not a trait. With the right support, every leader has the potential to grow. A leadership development action plan provides a clear, customized roadmap to help current and future leaders enhance their capabilities, align with organizational goals, and make lasting impact.

Whether you're building an internal pipeline or upskilling seasoned managers, the following steps will help you design a practical, flexible plan that strengthens your leadership bench—now and for the future.

1. Assess Current Leadership Competencies

The foundation of any successful development effort is a clear understanding of where your leaders currently stand. Begin by conducting a detailed leadership assessment that evaluates the individual and collective strengths of your management team. This step is critical to identifying the specific areas in need of improvement.

Assessment tools and strategies may include:

360-degree feedback evaluations
Emotional intelligence assessments (such as EQ-i 2.0)
Self-assessments and reflection exercises
One-on-one interviews and leadership diagnostics
Team performance metrics and engagement surveys

These assessments should evaluate competencies such as strategic thinking, decision-making, communication, emotional intelligence, and the ability to lead diverse teams. A thorough audit of leadership capacity gives you a clear snapshot of where your leaders are today—and what support they’ll need to grow.

For organizations in high-impact sectors like law or finance, Loeb’s leadership skills training in New Jersey and beyond offers tailored evaluation tools that align with industry demands and cultural nuances.

2. Set Clear Leadership Development Goals

Once the gaps and strengths have been identified, it’s time to set meaningful, measurable goals. These should be both individualized and aligned with broader organizational objectives. The SMART framework—Specific, Measurable, Achievable, Relevant, and Time-bound—is especially effective for this stage of planning.

Examples of development goals might include:

Improve team communication by implementing biweekly one-on-one check-ins
Strengthen delegation skills to prepare for broader managerial responsibilities
Increase leadership presence and confidence in executive-level meetings
Enhance conflict resolution techniques to manage cross-functional teams more effectively

Make sure each goal connects to both professional aspirations and organizational needs. When leaders understand why their development matters—both personally and strategically—they’re more likely to engage fully in the process.

Leadership development coaching, particularly when paired with ongoing feedback loops, can ensure that goals remain relevant and motivating. Loeb Leadership partners with clients to design goal-setting processes that are actionable, measurable, and deeply aligned with business outcomes.

3. Provide Leadership Skills Development Training

Leadership development doesn’t stop at awareness—it requires action. Once you've identified the gaps and set clear goals, the next step is to offer targeted training that supports leadership skills enhancement. This is where leaders begin to shift behavior, build new habits, and grow their confidence.

Effective training programs focus on practical, real-world application—not just theory. Topics may include:

Effective communication and active listening
Coaching and feedback techniques
Conflict resolution and emotional regulation
Decision-making under pressure
Strategic thinking and long-term planning
Leading hybrid or remote teams

For training to be truly impactful, it should be tailored to the unique challenges of your organization. That’s why many companies partner with firms like Loeb Leadership to deliver leadership skills training in New Jersey and across the U.S. Our programs combine expert facilitation with industry-relevant content and experiential learning.

Leaders should leave each session with actionable insights they can immediately apply in their roles. When training is ongoing—not one-and-done—it becomes a core part of your comprehensive leadership plan, helping your organization build leadership bench strength over time.

4. Create a Mentorship or Coaching Program

While group training builds shared language and understanding, mentorship and coaching provide the personal, one-on-one support that accelerates growth. Integrating a structured mentorship or coaching program into your leadership development action plan offers leaders an opportunity to reflect, receive feedback, and navigate challenges in real time.

Mentorship can be peer-to-peer, manager-to-direct report, or across departments. The most effective programs offer clear expectations, regular check-ins, and support for both mentors and mentees.

Leadership coaching—delivered by trained professionals—offers a deeper level of support. It can help leaders:

Navigate transitions (e.g., from individual contributor to manager)
Build confidence in high-stakes environments
Uncover blind spots and shift unproductive behaviors
Align personal leadership style with organizational culture

At Loeb Leadership, we offer coaching programs designed for leaders at all levels, from emerging managers to senior executives. Our coaching engagements include customized assessments, strategic goal setting, and regular progress check-ins—all aligned with your broader leadership goals.

When coaching is part of your long-term development strategy, leaders gain not just skills—but the mindset and resilience needed to lead through complexity and change.

5. Foster a Culture of Continuous Learning

Creating lasting leadership success means embedding development into the fabric of your workplace—not treating it as a one-time initiative. To do this, organizations must intentionally build a continuous learning culture, where growth is expected, supported, and celebrated.

Leaders should be encouraged to pursue learning in a variety of formats, including:

Attending industry conferences and networking events
Participating in webinars or virtual masterclasses
Subscribing to leadership-focused publications or podcasts
Engaging in internal lunch-and-learns or knowledge-sharing sessions
Reflecting on lessons from day-to-day leadership challenges

Organizations can support this culture by providing time and resources for ongoing development, integrating learning into performance conversations, and recognizing those who model curiosity and growth. Managers and senior leaders should be the first to participate—setting the tone for their teams.

At Loeb Leadership, we emphasize that continuous learning is a key pillar of any comprehensive leadership plan. When learning is embedded into everyday practice, leaders remain agile, current, and equipped to guide their teams through ever-changing business demands.

6. Establish Key Performance Indicators (KPIs)

Measuring leadership development efforts is essential. Without clear metrics, it’s difficult to determine what’s working, what needs to evolve, and how leadership growth is impacting the broader organization. That’s why the next step in your leadership development action plan is to define and track key performance indicators (KPIs) that align with your goals.

Effective leadership KPIs might include:

Increases in employee engagement or satisfaction scores
Reductions in team turnover or absenteeism
Higher project completion rates or improved timelines
Better feedback from 360-degree reviews
Improved decision-making or conflict resolution effectiveness

Choose metrics that reflect the behaviors and outcomes you’re aiming to influence. For example, if one goal is to enhance cross-functional collaboration, look for indicators of increased interdepartmental communication or shared project success.

Regularly reviewing KPIs not only allows you to measure progress—it creates accountability and helps make leadership development a business priority, not just an HR initiative.

Consulting with leadership experts, like the team at Loeb Leadership, can help you select the right metrics and design systems for tracking them over time. These insights ensure your leadership strategy is both data-informed and results-driven.

7. Encourage Feedback and Reflection

Sustainable leadership growth isn’t possible without self-awareness. That’s why every leadership development action plan should include structured opportunities for feedback and personal reflection. Leaders need regular input from their teams, peers, and mentors to identify blind spots, celebrate progress, and refine their approach.

Effective methods include:

Anonymous team feedback surveys
Structured reflection journals or prompts
Regular feedback sessions with coaches or managers
Peer learning groups or leadership circles

These feedback loops allow leaders to process their experiences, adjust behaviors, and internalize lessons learned. More importantly, they help build a culture where growth is normalized and vulnerability is respected—a key marker of a strong leadership culture.

Reflection encourages accountability and emotional intelligence. It helps leaders stay grounded, learn from failure, and evolve with confidence. Loeb Leadership’s coaching programs incorporate reflection as a core element, ensuring leaders not only do the work, but learn from it.

8. Monitor and Adjust the Action Plan

Leadership development is not a fixed destination—it’s an evolving journey. Business needs change. Team dynamics shift. Leaders grow in unexpected ways. That’s why every comprehensive leadership plan should be reviewed regularly and updated as needed.

Set checkpoints (monthly, quarterly, or biannually) to revisit goals, evaluate progress, and adapt the plan based on:

Performance data and KPIs
Shifts in organizational priorities
Feedback from leaders and their teams
Lessons learned from training and coaching experiences

Being flexible doesn’t mean being reactive—it means being responsive. Adjusting your approach ensures the development process stays relevant, effective, and aligned with real-world demands.

Leadership programs that evolve with the organization build long-term value. They develop leaders who can adapt to change, lead with clarity, and drive strategic growth—even in uncertain times.

Build Stronger Leaders with a Structured, Customized Plan

Improving leadership skills takes more than good intentions—it requires structure, support, and ongoing investment. A well-designed leadership development action plan helps organizations identify talent gaps, set clear goals, deliver targeted training, and foster a continuous learning culture that drives performance and resilience.

At Loeb Leadership, we specialize in helping organizations like yours implement these plans with precision and care. Whether through leadership skills training in New Jersey, personalized coaching, or organizational consulting, we provide the tools and expertise you need to build a capable, confident, and future-ready leadership team.

Let’s work together to turn your leadership goals into measurable, lasting results. Contact us today to start building your action plan.