Leadership seminars are/should be training for change management.
In these turbulent times (this is what they said in ancient Greek already) often quite drastic changes in technology, economy, and politics occur all of the sudden out of the blue sky. Take a minute and note down all the things, which are here today, which did not exist 20 years ago. And also write down what is happening these days, what you did not see coming up last year.
It is one of the top priorities of managers to motivate their people for changes, to get them prepared and trained:


Change and coaching are very tightly directly connected with each other. Traditional leadership seminars are still based on the assumption, that there is stability and things can be planned for a longer period of time. And they also assume that leading people is a one-to-one activity.

Both assumptions are wrong!

Leaders are change agents and coaches. They have to make sure that their people see and accept changes as normal: To again and again dis-learn and re-learn, get new know-how, and also change behaviour if needed.
The people you are responsible for are not only those in your direct team sitting next door. There are those people in neighbour-departments, who your need for your projects, there are also external people, which support your team. And what about suppliers and about your distributers, etc. The boundaries of what one calls “a company” are open. Further more it may be that some of your people are not sitting next door, but they are based elsewhere in the world in remote offices.

So, open your view:
You have more people in your wider team than you might think.

To conclude with this might be a surprise for you: You do not perform all the leadership tasks yourself alone, your senior people and even sometimes your junior people can take over leadership tasks in the team. Your role is to be a conductor, using the talents of each single person in your team for the right purpose. That´s what we should call performance management.