Organizations spend billions of dollars on leadership training and development. These efforts take many forms, from $50,000 executive leadership programs offered by universities such as Harvard to sailing trips with the Outward Bound program. Leadership training is likely to be more successful with high self-monitors. Such individuals have the flexibility to change their behavior.

Leaders can be taught skills such as trust building, mentoring, and situational-analysis. They can learn how to evaluate situations, modify them to match their style, and assess which behaviors might be most effective. The effectiveness of leadership training seems to hinge much more on outside characteristics than other types of training that are more closed or technical, such as computer software skills training. Research also indicates that leaders should engage in regularly reviewing their leadership after key organizational events as part of their development.