The Leadership Crisis: Why 90% of Employees Want Development (But Can't Get It)
Here's what caught my attention recently. According to InStride's newly released 2025 Talent Priorities Report, which surveyed over 1,000 employees, 90% of employees want leadership development, but most can't access it. We're facing a leadership crisis that's hiding in plain sight.
And it's about to get worse.
While two out of three HR leaders say leadership development is a top focus, there's a huge gap between what employees need and what they're getting. It's like building a bridge that only goes halfway across the river.
The Crisis Is Already Here
Let me share some numbers that might surprise you. 77% of organizations don't have enough leadership depth, and trust in managers dropped from 46% to 29% in just two years.
This isn't just about training budgets. It's about a fundamental breakdown in how we develop people.
The research shows something even more troubling. Millions of workers are stuck in what researchers call "low-resilient jobs" with little room for advancement. These people make up 15% of the U.S. working-age population, but they're invisible to most leadership development programs.
The Real Barrier: Access
Here's what's really frustrating. 78% of employees say they'd pursue learning if employers paid upfront, but most companies create barriers through reimbursement schemes and grade requirements.
Think about this. We know people want to grow. We know organizations need better leaders. But we're building walls that prevent exactly what everyone says they want.
The barriers are real:
- You have to pay upfront and wait for reimbursement
- Grade requirements that shut out motivated learners
- Time constraints that make development impossible
- No clear path from development to advancement
It's not just about money. Only 2% of employees actually use their employer's tuition assistance programs, even though companies spend nearly $180 billion on training each year.
What This Crisis Really Costs
The price isn't just measured in dollars. 40% of stressed leaders are considering leaving their roles, creating what researchers call a "leadership exodus."
But here's what really matters. Companies that invest in leadership development see 25% better business outcomes. They're 2.3 times more financially successful than companies that don't.
When employees can't access the leadership development they need, you end up paying the attrition tax that bad managers create - costs that far exceed what development would have cost in the first place.
The organizations that figure this out first will have a massive advantage. Those that don't? They'll be scrambling to find leaders when the market runs dry.
Employees Want Leadership Development But Traditional Programs Come Up Short
Let's be honest about what's broken. Research shows that 75% of leadership development professionals say less than half of what they train gets used on the job. That's not just inefficient. It's a waste of resources.
The problem isn't the content. It's the approach. Traditional programs treat leadership development like a checkbox instead of a journey. They focus on theory instead of practice. They're designed for people who already have degrees, not for the majority of workers who need development most.
And here's another issue: companies keep looking for leadership potential in all the wrong places. They're so busy developing "emerging leaders" that they're missing the leadership mistakes that are costing them daily. Meanwhile, experienced professionals who've proven their ability to navigate crisis and change get overlooked for the flashier "high-potential" candidates.
What's missing:
- Programs that work for busy professionals
- Skills you can use immediately
- Ongoing support and coaching
- Clear paths from development to advancement
- Recognition that experience matters as much as credentials
This is exactly why we built our leadership development platform differently. Instead of one-size-fits-all programs, we provide flexible paths that combine learning with coaching. All on your schedule.
The Solution: Build Bridges, Not Walls
Here's what smart organizations understand. The future isn't about creating more barriers. It's about building bridges that connect talent to opportunity.
The bridge-building approach:
Remove Financial Barriers
Stop making employees pay upfront. If you believe in their potential, invest in it from day one.
Create Clear Paths
Show employees exactly how development leads to advancement. No more mystery promotion processes.
Focus on Practical Skills
Development should feel immediately relevant, not like theory they'll never use.
Recognize All Experience
That person who ran a small business? They have leadership skills. The parent who managed a household while working? They understand resource management better than most executives.
Provide Ongoing Support
Leadership development isn't a one-time event. It's a continuous process that needs coaching and feedback.
We built our solution around these principles. Our affordable leadership development platform removes traditional barriers with same-day access, flexible scheduling, and proven programs that combine learning with coaching. Starting at just $60 per month per employee, you can afford to train your entire company without breaking the budget.
What Smart Companies Are Doing
The companies winning the leadership game aren't waiting for perfect conditions. They're taking action now.
They focus on:
- Flexible methods that work for busy professionals
- Learning that builds networks while developing skills
- Practical application that impacts job performance immediately
- Programs that recognize diverse paths to leadership
These organizations understand that leadership development isn't just HR's job. It's a business strategy. They're not trying to find perfect candidates. They're developing the people they already have.
And speaking of overlooked talent, there's an entire generation of crisis-tested leaders being passed over for promotions while companies desperately search for "emerging" leadership. These are the professionals who've navigated every major disruption of the last three decades, yet somehow remain invisible when C-suite positions open up. It's a conversation worth having.
Here's the practical solution. Instead of spending months building programs from scratch, smart organizations partner with proven platforms. Our complete leadership development system offers everything from individual courses to comprehensive programs, all designed for how busy professionals actually work.
Companies using our platform report 95% completion rates and 40% cost savings. Why? Because we've removed the barriers that make traditional programs fail. And at $60 per month per employee, it's a turnkey solution that costs less than most companies spend on coffee.
The Future Is Now
The next decade will separate organizations that adapt from those that don't. Baby Boomers are retiring. A new generation of employees is changing workplace expectations.
The companies that thrive will recognize leadership potential in unexpected places. They'll provide accessible paths for development. They'll understand that the best leaders often come from within - including those experienced professionals who've been quietly catalyzing everyone else's success while being overlooked for their own advancement.
What this means for you:
- Leadership development is talent retention, not just skill building
- Create programs for your actual workforce, not some ideal version
- Invest in people who show potential, not just perfect credentials
- Build systems that support continuous development
- Recognize the crisis-tested leaders already on your bench
Your Next Steps
The leadership crisis won't solve itself. But it's not as complicated as many organizations make it.
Start here:
- Audit your barriers - What's preventing your people from accessing development?
- Map your talent - Who has leadership potential you're overlooking?
- Create flexible paths - How can you make development accessible?
- Measure what matters - Track advancement and retention, not just completion
Or take the faster route. Skip months of planning. Our leadership development platform gives you immediate access to proven programs that work. Same-day access, flexible scheduling, measurable results.
Organizations that act now will have the leadership pipeline they need. Those that wait will be competing for a shrinking pool of developed leaders.
The Bottom Line
The leadership crisis is here. 90% of employees want development, but barriers prevent them from getting it. Meanwhile, 77% of organizations lack leadership depth.
This isn't about training programs or budgets. It's about recognizing that leadership potential exists throughout your organization and connecting that potential to opportunity.
The solution is simpler than you think. Instead of building complex programs from scratch, you need a proven system that works. Our complete leadership development solution combines flexible learning with personalized coaching, giving you everything you need to bridge the gap.
At $60 per month per employee, you can develop your entire leadership pipeline for less than what most companies spend on individual training sessions. It's turnkey, done-for-you leadership development that actually works.
Companies that act now will have the leaders they need for the future. The rest will wonder why they can't find good leaders in a market full of capable people who were never given the chance.
Ready to bridge the leadership gap? Get team pricing and see how our proven platform can solve your leadership challenges in weeks, not months.
FAQ Section
Q: Why can't employees access leadership development if they want it?
A: The main barriers are financial (reimbursement systems require upfront payment), time constraints (programs don't fit work schedules), and lack of clear career pathways. Companies often create the very barriers that prevent what they want to achieve.
Q: What does this leadership crisis actually cost companies?
A: Organizations with poor leadership development see 25% worse business outcomes and 2.3 times lower financial success. Plus, 40% of stressed leaders are considering leaving their roles, creating a potential leadership exodus.
Q: How can companies make leadership development more accessible?
A: Remove financial barriers by paying upfront, create flexible delivery for busy professionals, focus on practical skills for current roles, and recognize diverse paths to leadership beyond traditional credentials.
Q: What makes leadership development programs actually work?
A: Effective programs combine practical skills with ongoing coaching, provide clear advancement pathways, offer flexible delivery, and focus on immediate application rather than theory.
Q: How do you spot leadership potential in non-traditional candidates?
A: Start by looking at the people already solving problems in your organization. The employee who mediates conflicts between departments? That's leadership. The person everyone goes to for advice? That's influence. Also look for transferable skills from diverse experiences - the parent who managed a household while working full-time understands resource management, the person who ran a small business has real leadership experience. Focus on problem-solving abilities and emotional intelligence over credentials, and assess what people actually do rather than what their resume says they should be able to do.
