Skill It Yourself

Why Intersecting DIY and Leadership Development May Be Scary

The concept of DIY—“do it yourself”—isn’t new. But its rise as a cultural movement really took off in the 1990s, expanding even more in the 2000s with the explosion of online tutorials and digital platforms. Today, if you’re interested (and have the time), you can find instructions for everything from creating digital art to building a house.

So here’s the question I’ve been pondering: just because I can teach myself—or others—how to do something, should I?

When DIY Goes Wrong

I think back to the time I decided to wallpaper my craft room. I’d watched a videos, bought the supplies, and felt pretty confident. Several failed attempts and wasted resources later, I finally called in a professional.

He took one look and said something that’s stuck with me ever since:

“If something is important, you need to bring in a master.”

That simple statement comes back to me often, especially when I hear about organizations pausing or scaling back their investment in leadership development. Some are turning to social media or self-guided content. Others are creating something quick and homegrown. This DIY approach to L & D may address some learning gaps, but for the more critical developmental needs should you bring in a master?

Why Now Is the Time to Plan Ahead

It’s usually around this time of year when leaders and HR professionals begin to look ahead—planning for the leadership and team development needs that will support their company strategy for the year ahead.

There are certainly areas that make sense to handle internally—like performance management or company-specific processes—because you know your organization best, and you may not have the time or budget to bring in outside support.

But what about other capabilities—like coaching, change management, or emotional intelligence? These are the skills that shape how leaders think, respond, and connect. Assigning them to someone unskilled can be risky. Or, as my wallpaper experience taught me—messier than you’d expect.

In a recent article Peter Cappelli, Director at the Center for Human Resources at The Wharton School writes, “Leaving management training to chance is not a strategy. If you are concerned about cultivating a robust succession pipeline that can steer your organization into the future, you need a plan.”

Should now be the time to think about bringing in a master?

A Balanced Approach to Development

Leadership development doesn’t have to be all DIY or all outsourced. You can still get the benefits of doing it yourself—even if you bring in experts to help with some of the design, details, or delivery.

A skilled facilitator or learning partner brings structure, tested frameworks, and a fresh perspective that ensures the time your leaders spend learning actually leads to growth and change. It’s not about replacing what you do—it’s about amplifying it.

Planning Next Year’s Development? Let’s Talk Early.

At FlashPoint, this is the season when many of our clients are doing their annual planning—identifying priorities, aligning budgets, and deciding what to keep in-house versus where to bring in outside expertise.

If you’re in that planning stage, we can help you:

• Assess your current leadership development approach—what’s working and where gaps exist
• Prioritize learning goals that align with next year’s strategy
• Design a plan that blends in-house strengths with expert-led learning

Because the real skill of “doing it yourself” isn’t doing it alone—it’s knowing when the right partnership can help you build something stronger, smarter, and built to last.

Leadership development doesn’t have to be either “big” or “small.” It can be both — connected moments that reinforce each other over time. The key is choosing the right approach for where your leaders are now, and what they need most.

If you’re exploring ways to make short-form leadership learning meaningful, join our OnPoint! Showcase Webinar. You’ll see how focused, two-hour engagements can complement your existing programs and help leaders grow in ways that last.