Can Leadership Be Learned Independently? Why Designing for Self-Directed Learning Matters

Leadership: Talent or Trainable Skill?

According to research by the Center for Creative Leadership, 70% of leadership capabilities are developed through experience, 20% through mentoring, and only 10% through formal education. This implies that leadership is not confined to classrooms or workshops—it is shaped by how we reflect, learn, and act in real life.

Understanding that leadership can be developed opens the door for anyone to grow into an impactful leader—even through independent, self-driven learning journeys.

Is Self-Directed Leadership Learning Possible?

Yes—if it is intentional and well-designed. Learning leadership independently requires discipline, self-awareness, and a proactive mindset. Without a formal coach or program, you become the architect of your own development. You are responsible for identifying your learning goals, assessing your strengths and weaknesses, and applying your learning in real-world settings.

The Challenges of Learning Leadership Independently

1. Lack of Immediate Feedback

Without a coach or mentor, it can be hard to assess your performance or see blind spots.

2. Unclear Priorities

Choosing which leadership skills to develop first—emotional intelligence, communication, decision-making—can feel overwhelming without guidance.

3. Staying Consistent

Self-learning requires motivation and routine. Without structured programs, it's easy to lose momentum.

Five Practical Stages of Self-Directed Leadership Development

1. Understand the Foundations of Leadership

Read trusted leadership books such as “The Leadership Challenge” by Kouzes and Posner or “Leaders Eat Last” by Simon Sinek.

Explore podcasts, webinars, and thought pieces to gain diverse perspectives.

Take a leadership style assessment to understand your strengths and areas for growth.

2. Set Clear Development Goals

Choose specific skills you want to focus on, like active listening or conflict resolution

Create micro-goals—for instance, “I’ll give constructive feedback weekly” or “I’ll journal my leadership decisions every Friday.”

3. Build Self-Awareness through Reflection

Keep a leadership journal to reflect on your actions, decisions, and lessons learned.

Ask for feedback from peers, friends, or team members to get external perspectives.

4. Apply and Experiment in Real Situations

Take initiative in leading group projects, community initiatives, or collaborative efforts at work.

Step outside your comfort zone to take on roles that require you to lead—even informally.

5. Evaluate and Iterate

Review your progress: What has improved? What still feels challenging?

Reframe setbacks as learning moments, and refine your approach with each experience.

Real-World Inspiration: Abraham Lincoln

Abraham Lincoln, one of the most respected leaders in history, was a self-taught lawyer and leader. Through books, reflection, and relentless self-improvement, he developed a leadership style marked by resilience, empathy, and vision—without attending elite schools or formal leadership programs.

Why Learning Designers Should Support Self-Directed Leadership Growth

For learning designers and facilitators, this insight carries an important implication: designing for self-directed learning is no longer optional. Especially in corporate or organizational learning environments, individuals increasingly seek autonomy and personalization in how they grow.

Designing self-directed learning means:

1. Creating flexible learning paths and modular content.

2. Encouraging reflective practices and peer feedback loops.

3. Providing access to learning resources that allow learners to take charge of their development.

4. Supporting learners with scaffolds like self-assessment tools and growth trackers.

5. As learning professionals, we must equip individuals not just with knowledge—but with the confidence, clarity, and structure to keep learning on their own.

Final Thoughts

Leadership is not a destination—it’s a continuous journey of self-discovery, practice, and growth. While formal programs offer great value, the real transformation often happens in the in-between moments—when someone chooses to reflect, take initiative, and evolve.

So yes, leadership can absolutely be learned independently. With the right mindset, structure, and support from learning experiences that are designed for autonomy, anyone can become a leader who makes a difference.

In the world of learning design, enabling this kind of growth is not just a choice—it’s our responsibility.