5 Mindset Shifts Leaders Need to Make to Get Results from Trainers and Coaches

A while back, a client fired me. Not just let me go—fired me!

Her reason?

She didn’t feel like she was getting her money’s worth. Ouch!

Now, let me be clear—when you invest in professional development, you absolutely should expect a return. You should see growth, improvement, and progress. That part I agree with. But in this case, while she blamed me, I knew the real issue wasn’t about the training or coaching.

The problem was her leadership mindset.

She’d hired me to train and coach her teachers, but beyond signing the contract and sitting through the sessions, she didn’t have the systems or follow-through in place to make any of it stick.

And she’s not alone—I’ve seen this happen more times than I can count. Many leaders invest in training expecting instant transformation, but the reality is, learning is a process. If the leadership isn’t reinforcing, supporting, and holding their team accountable for implementation, professional development will always feel like a wasted investment.

Let me give you a few examples of how this played out.

One of the first red flags was the lesson planning training I facilitated for her team.

We spent hours going over the step-by-step process—breaking down how to create developmentally appropriate lesson plans, aligning them with learning objectives, and ensuring they were meaningful, not just a formality. The teachers were engaged, asking questions, brainstorming ideas. It felt like a success!

But then I followed up.

Me: “How are the teachers doing with their lesson plans? What kind of progress have you noticed?”

Her: “Oh, I haven’t really looked at them.”

She wasn’t reviewing the plans.

She had no idea if her teachers were applying what they’d learned, if they were improving, or if they needed more support.

So, naturally, a month later, she told me, “The lesson planning training didn’t work. They’re still turning in weak lesson plans.”

Of course, it didn’t work. She wasn’t holding anyone accountable.

This is one of the biggest leadership mistakes I see—treating training as a one-time event instead of an ongoing process that requires reinforcement.

Then, there was the onboarding plan.

I spent weeks creating a comprehensive, step-by-step guide to train her new hires. This wasn’t just a generic checklist—it covered everything from classroom management to understanding program policies, engaging families, and structuring daily routines.

I was so excited to hand it over to her.

A few weeks later, I followed up:

Me: “How’s the onboarding guide working? Any feedback?”

Her: “Oh, I haven’t really used it yet.”

She hadn’t even read it.

And then, a month later, she told me “That onboarding guide didn’t really work for us.”

Well, of course, it didn’t. It was still sitting in her inbox.

This is another common pitfall—leaders invest in resources and strategies but never implement them. They’ll buy the curriculum but not use it. They’ll purchase a coaching program but never follow up. They’ll collect training materials but never incorporate them into their workflow.

If you’re not actually using the tools and systems designed to support your teachers, how can you expect to see progress?

And finally, the coaching sessions.

Each week, I showed up to the same classroom, but the teachers rotated like it was a game of musical chairs.

-Week one, I worked with Ms. A.
-Week two, Ms. B was in her place.
-Week three, someone entirely new.

Each week, I’d introduce a strategy, ask them to practice and reflect, and come prepared to build on it in the next session.

But when a different teacher showed up the following week, we were back to square one.

There was no continuity, no progress, and definitely no results.

This is where leadership plays a critical role. If you’re bringing in a coach or trainer, you have to create consistency. You can’t expect results if there’s no follow-through, no stability, and no commitment to the process.

What I Learned (And What You Should Too)

After that experience, I made a decision: I no longer work with leaders who aren’t ready to do the work.

Because trainers, coaches, and consultants alone don’t create change—leaders do.

And if you want real results from your PD efforts, you need to shift your mindset.

5 Mindset Shifts Leaders Need to Make to Get Real Results

If you’re working with a trainer, coach, or consultant, here are five mindset shifts you need to make if you actually want to see results.

1. Stop Treating Training Like a One-and-Done Event

Training is just the beginning, not the end. It’s easy to sit through a session, nod along, and expect instant results. But if you’re not following up, it won’t stick.

Mindset Shift: Training isn’t a quick fix—it’s the first step in a process that requires ongoing support and accountability.

2. Invest in Systems, Not Just Sessions

You can hire the best trainer in the world, but if you don’t have systems in place to support the work, nothing will change. If you want a successful onboarding process, a solid curriculum plan, or better teacher performance, it won’t happen through a single training—it happens through systems that reinforce learning and execution.

Mindset Shift: Systems are the foundation of success. Without them, even the best plans will fall apart.

3. Own Your Role in the Process

It’s tempting to outsource your challenges and hope a trainer will fix them for you. But trainers and coaches are there to guide you, not replace your leadership. If you’re not actively involved, you’re missing a crucial part of the process.

Mindset Shift: You’re not just a spectator; you’re a participant. Be ready to roll up your sleeves and lead by example.

4. Commit to Consistency

Results don’t come from sporadic effort. If you’re constantly rotating teachers, skipping follow-ups, or applying training inconsistently, you’ll never see real progress.

Mindset Shift: Consistency isn’t optional—it’s the bridge between learning and results.

5. Be Patient and Persistent

Growth takes time. It’s easy to get frustrated when results aren’t instant, but meaningful change doesn’t happen overnight. Stay the course, trust the process, and keep reinforcing what’s been taught.

Mindset Shift: Success isn’t instant—it’s the result of patience, persistence, and continuous effort.

The Bottom Line

Bringing in a trainer or coach can be one of the best investments you make in your program—but only if you’re willing to do the work.

It’s not just about paying for expertise; it’s about having the right mindset to turn that expertise into action.

So, before you invest in your next training or coaching session, ask yourself:

Am I ready to shift my mindset?
Am I prepared to do the work that leads to real change?

Because when you show up, stay consistent, and commit to the process, you’ll see the outcomes you’re looking for.

And trust me, your team (and your consultant) will thank you for it.

Ready to Take Action?

If you’re serious about getting real results from professional development, start by seeing it as a system designed to support your teachers’ growth—not just a checklist to stay compliant.

Join the PD Makeover 10-Day Challenge and get the strategies, resources, and support you need to stop wasting time and start seeing real impact.

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