Training Industry · July 23, 2026
Leadership development has long faced a persistent challenge: proving that learning actually changes how leaders behave. In this article for Training Industry, Dr. Julie Armstrong explores how artificial intelligence could make leadership development evaluation more timely, personalized, and useful. Rather than relying only on periodic surveys or annual assessments, AI-enabled tools may help organizations identify patterns in communication, coaching, decision-making, collaboration, and other leadership behaviors—giving leaders more immediate feedback while helping organizations better understand whether development is translating into meaningful change.
But better measurement shouldn’t come at the expense of the human side of leadership development. Julie argues that AI should complement—not replace—coaching, mentoring, peer learning, and real-world practice. Its value depends on thoughtful implementation: clear leadership competencies, credible data, strong privacy protections, transparency, and safeguards against bias or misuse. Used responsibly, AI could help close the long-standing gap between developing leaders and demonstrating impact—creating greater insight and accountability while keeping human growth at the center.