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Leadership Development Jobs in Silver Spring, MD

Siemens

Finance Leadership Development Program

Towson, MD · On-site

$72K - $74K/yr

The Finance Leadership Development Program (FLDP) is a two-year program comprised of four rotations that prepares you with the expertise to support a wide range of businesses (such as digital ...

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Leadership Development information

See Silver Spring, MD salary details

$34.1K

$80.1K

$137.5K

How much do leadership development jobs pay per year?

As of Sep 13, 2026, the average yearly pay for leadership development in Silver Spring, MD is $80,054.00, according to ZipRecruiter salary data. Most workers in this role earn between $60,500.00 and $93,600.00 per year, depending on experience, location, and employer.

What is leadership development?

Leadership development refers to the process of enhancing an individual's abilities, skills, and confidence to effectively lead teams, manage projects, and drive organizational goals. It often includes training programs, mentorship, coaching, and experiential learning designed to cultivate leadership qualities such as communication, decision-making, and strategic thinking. Organizations invest in leadership development to build a strong pipeline of leaders and promote a positive, productive workplace culture.

What are the key skills and qualifications needed to thrive in leadership development?

To thrive in Leadership Development, you need expertise in organizational behavior, adult learning principles, and program design, often supported by a degree in HR, organizational development, or a related field. Familiarity with learning management systems (LMS), assessment tools, and certifications such as SHRM or CPLP is highly valued. Strong interpersonal skills, emotional intelligence, and the ability to inspire and motivate others make someone stand out in this role. These skills and qualities are crucial for fostering effective leaders and driving organizational growth.

What are some common challenges faced in a leadership development role and how can they be addressed?

Leadership Development professionals often face challenges such as aligning leadership programs with organizational goals, securing buy-in from senior management, and measuring the long-term impact of training initiatives. Overcoming these challenges requires strong collaboration with stakeholders, effective communication about the benefits of leadership development, and leveraging data-driven approaches to track outcomes. Regularly seeking feedback and staying updated on industry best practices can also help in designing impactful programs that support both individual and organizational growth.

What is the difference between Leadership Development vs Training Specialist?

AspectLeadership DevelopmentTraining Specialist
Required CredentialsBachelor's degree, leadership certifications, experience in coaching or mentoringBachelor's degree, training certifications, expertise in instructional design
Work EnvironmentCorporate offices, HR departments, leadership programsTraining centers, corporate training departments, workshops
Employer & Industry UsageUsed across industries to develop future leadersUsed in various industries to deliver specific training sessions

Leadership Development focuses on cultivating leadership skills and preparing individuals for future management roles, often involving coaching and strategic planning. Training Specialists primarily deliver specific training programs to improve skills or knowledge in particular areas. While both roles involve training, Leadership Development emphasizes long-term growth and leadership capacity, whereas Training Specialists focus on immediate skill acquisition.

What are leadership development jobs?

Leadership development jobs focus on training and preparing individuals to take on leadership roles within organizations. These roles often involve coaching, mentoring, designing training programs, and assessing leadership potential, requiring strong communication and organizational skills. Common positions include leadership coach, training manager, and organizational development specialist.

What are popular job titles related to Leadership Development jobs in Silver Spring, MD?

For Leadership Development jobs in Silver Spring, MD, the most frequently searched job titles are:

What job categories do people searching Leadership Development jobs in Silver Spring, MD look for?

The top searched job categories for Leadership Development jobs in Silver Spring, MD are:

What cities near Silver Spring, MD are hiring for Leadership Development jobs?

Cities near Silver Spring, MD with the most Leadership Development job openings:

Leadership Development jobs near you
Infographic showing various Leadership Development job openings in Silver Spring, MD as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 14% Part Time, and 3% Contract. Highlights an 87% Physical, 3% Hybrid, and 10% Remote job distribution, with an average salary of $80,207 per year, or $38.6 per hour.

Senior Manager, Leadership Development Programs

Arlington, VA

The Health Management Academy
Health Care and Social Assistance • 11 - 50 employees
Learn more about The Health Management Academyexternal

Full-time

Posted 10 days ago

Job description

Position Summary:

Reporting to the Managing Director, Leadership Development, the Senior Manager leads a portfolio of leadership development and fellowship initiatives, overseeing program operations, people leadership, partnership/member management, and participant experience. This role plays a critical part in scaling programs, leading teams through growth and change, and ensuring exceptional experiences for fellows, partners, and executive stakeholders.

What Makes This Role Unique

This is not a traditional corporate training, instructional design, or internal Learning & Development role. This position leads external leadership development and fellowship programs serving healthcare executive leaders and emerging executives. Success in the role requires a blend of strategic program leadership, partnership management, operational excellence, people leadership, and executive engagement.

Primary Job Duties:

  • Build, manage, and grow a team, hiring and coaching each toward the work that plays to their strengths
  • Own performance management, career growth, and workload across the team, escalating to the Managing Director only when necessary
  • Build and refine the operating model, processes, and tools needed to scale programs as participant volume and new tracks grow, proactively adjusting workflows and resourcing ahead of strain
  • Proactively communicates with external partners, sets and manages expectations across program KPIs, and works closely with the Member Development team on business opportunities and renewals
  • Represent the team in cross-department meetings, report program performance to the Managing Director, and shape curriculum and programming strategy for the portfolio's next phase of growth

Minimum Qualifications:

  • Experience leading complex programs, fellowships, executive education initiatives, professional associations, leadership academies, cohort-based experiences, or other externally facing development programs
  • Bachelor's degree required
  • 5+ years working experience in healthcare, professional services, or a member-based organization
  • 2+ years of program management experience
  • Previous experience directly managing a team or individuals
  • Experience building and evolving operating models through periods of growth
  • Experience building trusted relationships with executive-level stakeholders, external partners, and cross-functional teams
Travel Required:
  • ~15% annually; Approximately 10-12 leadership development events annually (typically 3-day programs)

Interpersonal Skills & Attributes:

  • Team builder who helps individuals align their strengths to meaningful contributions
  • Systems-oriented operator who anticipates needs and strengthens processes
  • Trusted to run programs and a team independently, with sound judgment on what to solve directly versus escalate
  • Excellent verbal and written communicator
  • Strong attention to detail, able to juggle multiple priorities and drive projects to completion
  • Self-directed and collaborative, comfortable operating with a high degree of autonomy

Physical Demands:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is required talk and hear. Specific vision abilities required by the job include close vision, and distance vision, and the ability to work with screens or monitors for prolonged periods of time. This position is primarily a sedentary job where the team member will be seated for the majority of the day.

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