The Discipline of Leadership Development
Throughput Show Episode 15 featuring Jared Brubaker (originally aired 01/09/2026)
In this episode, I’m joined by Jared Brubaker to talk about the discipline of leadership development and how organizations can intentionally build leaders from within rather than hoping leadership skills emerge on their own.
Jared framed leadership development as something that requires ongoing effort, structure, and practice. Throughout the conversation, he returned to the idea that leadership is not developed through one-off training events, but through consistent behaviors and disciplines applied over time.
Leadership Development Requires Discipline
Early in the conversation, Jared emphasized that leadership development does not happen accidentally. He described it as a discipline — something leaders must actively work at rather than something that improves passively as people gain experience.
He explained that without intentional effort, organizations often rely on informal development or trial-and-error, which leads to inconsistent leadership capability across the company.
The Five Disciplines of Leadership Development
Jared introduced a five-discipline framework he uses to think about leadership development. He explained each discipline as a deliberate area of focus rather than a checklist item.
He described leadership development as requiring:
Intentional time set aside for development
A focus on improving processes, systems, and projects
Repetition and practice rather than theory alone
Learning through real situations leaders are already facing
Commitment to practical application instead of abstract training
Jared repeatedly emphasized that leadership skills are built through reps — similar to physical training — and that leaders do not develop capability without consistent practice.
Leadership Is Developed Through Work, Not Titles
A recurring point in Jared’s comments was that leadership development happens while doing the work, not after someone receives a title. He explained that leaders need opportunities to work on real problems, make decisions, and reflect on outcomes.
Rather than separating leadership development from daily responsibilities, Jared described integrating it directly into operational work through focused improvement efforts and project ownership.
Community and Shared Learning Matter
Later in the conversation, Jared talked about the value of leaders learning alongside other leaders. He described how sharing challenges and solutions across organizations helps leaders see patterns, avoid isolation, and accelerate learning.
He positioned leadership communities and peer groups as a way to reinforce leadership development by exposing leaders to how others approach similar problems.
Leadership Development Is About Consistency
Jared returned multiple times to the idea that leadership development only works when it is consistent. He explained that sporadic attention leads to stalled growth, while steady effort compounds over time.
The emphasis was not on perfection, but on sustained commitment — continuing to practice leadership behaviors even when operations are busy or priorities shift.
Key Takeaways
Leadership development is a discipline that requires intentional effort
One-time training does not create lasting leadership capability
Leaders develop through repetition and real work
Practical application matters more than theory
Development improves when it is consistent over time
Shared learning accelerates leadership growth
Q&A from the Episode
How can leaders find time for leadership development?
Jared explained that leadership development does not require large time blocks. He emphasized short, consistent periods of focused effort — even 15 minutes at a time — applied regularly.
Can leadership development happen without formal programs?
He noted that while formal programs can help, leadership development can also occur through intentional work on projects, systems, and process improvements that already exist within the organization.