We designed this tool to help HR and L&D professionals create personalized, scalable learning journeys for managers, tailored to their actual leadership and growth styles.
By focusing on real-world leadership behaviors and preferences, you can provide your managers with practical, impactful development opportunities that are designed to scale.
AI can help bring this to life by identifying patterns in feedback, surfacing trends, or recommending development resources based on a manager’s style.
With this hands-on workbook, you’ll learn how to:
- Identify each manager’s unique leadership style, behaviors, and learning preferences
- Interpret leadership and learning styles
- Match development needs to the right learning strategies
- Build custom learning paths that align with business goals
Rethinking how we support managers
Managers shape the employee experience every day. They play a critical role in team engagement, performance, and retention. To lead effectively, they need personalized support.
But every manager has a different approach and learning style, and traditional development programs often fall short: They’re too one-size-fits-all for the complex, diverse realities of leadership. Today’s L&D teams need tools that recognize each manager’s unique leadership style and provide scalable, practical ways to support their growth.
Why traditional training often falls short
Most leadership development programs are built for scale, not specificity. They treat all managers the same and ignore the fact that leadership isn’t a single skill set. It’s a collection of behaviors shaped by personality, experience, and team dynamics.
When training is generic, it often misses the mark. Managers struggle to apply the content, and organizations miss out on measurable impact.
What effective leadership enablement looks like today
Great leadership support doesn’t start with a course. It starts with a clear understanding of how a manager leads, learns, and grows. Today’s most successful enablement programs are personalized to each manager’s unique style, scalable across teams, and outcome-aligned. They’re designed to drive real changes in team engagement, performance, and retention.
How this tool works: Identify → Interpret → Match → Build
This tool isn’t a diagnostic. It’s a simple and flexible four-step framework to help you design personalized development paths for managers, grounded in how they actually lead and learn.
Use this tool to support your managers in the way they lead, drive engagement, performance, and retention, and scale leadership development with purpose.
These are the steps and templates you will use.
Step 1: Identify
Complete the Leadership style profile using the eight key leadership dimensions.
Step 2: Interpret
Use the Interpreting leadership styles table to link each leadership trait to growth needs and strategic focus areas.
Step 3: Match
Reference the Manager development matcher to select the most relevant learning formats and expected outcomes.
Step 4: Build
Use the Learning path template to design custom plans for different types of managers, and repeat at scale.
Step 1: Identify your leadership style profiles
Start by completing the Leadership style profile for each of your managers. Use the eight leadership dimensions defined below to observe and record how each manager leads, communicates, and responds to challenges. These traits will provide you with the foundation for a personalized and scalable development path.
Use AI to help:
AI tools can help spot behavioral patterns across feedback, performance reviews, and survey responses, making it easier to identify dominant leadership traits without relying solely on manual observation.
Understanding the 8 leadership dimensions
These eight dimensions represent the core behaviors that shape how managers lead, communicate, and grow. Each one offers insight into a different aspect of leadership: how managers respond to challenges, make decisions, motivate their teams, and more.
These styles aren’t fixed. They reflect patterns that can revolve over time with the right support and intentional development.
In the activity below, use these dimensions to build each manager’s leadership style profile. The goal isn’t to label or box anyone in. It’s to create a clearer picture of how each manager naturally leads and learns, so you can design development strategies that meet them where they are.
Activity: Build your manager’s leadership profile
TIP: Use one-on-one observations, feedback from managers about their styles, and team insights to fill this out. Mark dominant traits, but also note edge cases or shifts under pressure.
<<Download this tool in Doc format to build your management learning styles>>
Step 2: Interpret leadership styles
Once you’ve identified your manager’s leadership traits, it’s time to make sense of what they mean. Use the Interpreting leadership styles table to link each observed trait to potential growth needs, areas for support, and common development blockers. This step helps translate raw observations into actionable insights.
Use AI to help:
AI can assist by surfacing trends across teams or flagging recurring challenges, e.g., low psychological safety or limited collaboration. These signals can help you validate your interpretations and prioritize areas for development.
Here’s an example:
Activity: Interpret your manager’s leadership style
Now that you’ve identified how your manager tends to lead, it’s time to interpret what that style tells you. Use this table to explore the meaning of those traits. What strengths can you lean into? Where might there be friction or missed opportunities? This tool will help you spot growth gaps, choose supportive strategies, and anticipate how the right development can shape better outcomes.
Remember: This isn’t about fixing people. It’s about meeting managers where they are and giving them the right tools to help them grow.
Now that you’ve interpreted your manager’s leadership style, it’s time to turn insights into action.
Next up: use the Manager development matcher to select the right support strategies, learning formats, and outcome goals.
Step 3: Match your manager’s development needs to the appropriate learning format
The Manager development match builds on your earlier analysis by helping you connect each manager’s development needs with the right type of learning experience. The goal here isn’t just to identify what to work on. It’s to understand how to deliver support in a way that sticks.
Use AI to help:
AI-powered platforms can recommend learning formats based on a manager’s preferences, past engagement, or even role-specific success patterns. This can help you choose learning strategies that are more likely to resonate and drive behavior change faster.
First, some common learning formats:
- Scenario-based practice: Real-world examples to build empathy, judgment, and behavior change
- Case studies + journaling: Deep dives that encourage reflection, context, and insight
- Live workshops: Interactive group learning with coaching and real-time feedback
- Peer roundtables: Collaborative, manager-to-manager learning through shared challenges
- Self-paced toolkits: Flexible resources for research-driven or time-pressed learners
- Social proof: Testimonials and examples to show what “good” looks like and make new behaviors feel achievable
Here’s an example of a completed Manager development matcher:
Now it’s your turn. Use the blank Manager development matcher to map each of your manager’s leadership traits to the appropriate support strategy, learning format, and desired business outcome.
Tip: Different managers respond to different types of learning. Use this table to find learning formats that align with your manager’s leadership style and preferences, so they can engage with the content and apply it with confidence. AI tools can help here, too. Use them to recommend formats based on what’s worked in the past or highlight preferences from similar profiles.
<<Download this tool in Doc format to build your manager’s development path>>
Activity: Match your manager’s development path
Step 4: Build your custom learning paths
Now that you’ve identified your manager’s traits, interpreted their needs, and matched them to the right strategies, it’s time to bring it all together. In this final step, you’ll design a custom learning path that connects leadership style to growth goals—and scales easily across your team.
Start by using this custom learning profile template to build learning profiles for each of your managers. We designed it to help you turn insights into action by outlining development plans that feel relevant, doable, and aligned to business outcomes.
Use AI to help:
AI can streamline the planning process by suggesting development paths based on manager data, learning engagement, or role benchmarks. It can also help automate check-ins and track progress so you can scale personalized learning without starting from scratch each time.
Tip: Use AI-enabled tools to make building and managing learning paths more efficient. From surfacing content to sending nudges, automation helps keep learning active without adding admin overhead.
Sample learning paths
Here are two examples of what your completed learning paths might look like. Each one is based on the work you’ve done so far—observing leadership traits, identifying development needs, matching support strategies, and choosing the right learning formats.
These samples aren’t templates to copy. They’re here to spark ideas and show how to translate insights into a focused, flexible plan that supports growth and drives results.
Now it’s your turn. Use the Learning path template below to build your own learning path based on a manager’s leadership profile.
<<Download this tool in Doc format to build custom management learning paths>>
Recommended For Further Reading
Activity: Build your manager’s learning path
Pull everything together—traits, needs, strategies, formats, and outcomes—into one clear and actionable plan. Keep it focused and practical. This isn’t about building a complete curriculum. It’s about making development easier to start, scale, and sustain by building smarter processes that support learning in the flow of work.
This means integrating development into what managers are already doing: performance reviews, team meetings, one-on-ones, planning sessions, and real-time feedback. When learning is embedded in day-to-day leadership moments, it becomes repeatable, relevant, and easier to scale across teams.
Now that you’ve mapped out your manager’s development path, you’ve got more than a plan. You’ve got a practical starting point for meaningful growth.
Powerful outcomes start with personalized paths that grow leadership, not just skills
Leadership development doesn’t have to be complex to be effective. It just has to be personal, purposeful, and aligned with the way your managers actually lead.
This tool is your starting point. It helps you understand your managers not as one-size-fits-all learners, but as individuals with unique strengths, styles, and growth potential. And it gives you a flexible, repeatable way to support them with strategies that stick.
Whether you’re building one learning path or scaling across a team, this approach ensures that every step you take is grounded in real needs and built to drive real impact. And with the help of AI tools, you can surface insights faster, personalize support more easily, and scale development with less lift.
Because when managers grow in ways that matter, their teams become more engaged, more productive, and more likely to stay. And that’s how leadership development leads to better business outcomes—by putting people first.
<<Download this tool here to get started with your leadership learning paths>>