What Kind of Leaders Do Modern Organizations Need? Ft. Jonathon Young and the online LSU MS in Leadership & HR Development

Leadership Gets Tested in the Workplace

For Young, graduate school was never separate from his career. The two worked in parallel.

He studied organizational diagnosis, adult learning theory, leadership development, and program evaluation, then carried those ideas directly into the challenges waiting for him at work. He credits faculty such as Dr. Lyons, Dr. Palmer, and Dr. Korduner with helping him build a practical framework for solving organizational problems through coursework.

“The program’s focus on applied research gave me added confidence in my role and helped me make better decisions as a leader,” Young said.

That confidence was tested when he inherited an underperforming team with a major learning and development gap. Across a leadership hierarchy of more than 300 employees, more than 1,000 learning assignments were overdue. On the surface, it looked like a compliance issue. After listening closely, Young uncovered a deeper problem.

Leaders had never been properly trained on a new learning platform. Frontline employees lacked access credentials. Frustration built over time, and disengagement followed.

His response wasn’t to immediately try to enforce compliance. He started with building trust.

He spent months listening, rebuilding relationships, and inviting leaders into the problem-solving process. Then he trained every leader on the upgraded system, traveled to hold working sessions, and personally helped employees gain access and confidence using the platform.

By the end of the first quarter of 2026, the organization had zero past-due training assignments for the first time in years.

“The measurable improvement in training completion was the outcome,” he said, “but the real impact was the cultural shift that came from rebuilding trust and empowering leaders to own the solution.”

Why People-First Leadership Matters

Young entered the program with extensive professional experience. He left with a more valuable understanding of what leadership asks of people.

Before LSU, he viewed leadership largely as directive and focused on driving performance. He believed leadership was about presence and setting the tone in the room. His graduate work expanded that perspective by teaching him how adults learn, how workplace culture shapes behavior, and how leaders create conditions where people can succeed.

“Leadership is personal,” Young said. “Effective leaders support their teams by removing barriers and creating an inclusive space where people feel comfortable and can grow.”

That philosophy feels especially relevant now. Gallup’s latest workplace research found that employees are more engaged when they feel supported by managers, have opportunities for development, and experience meaningful ongoing feedback. Organizations that cultivate those conditions are better positioned to retain talent and outperform organizations that don’t prioritize employee success.

Young’s own employer is following this best practice. He said, “My leadership and influence were noticed [by my employer] in part because of the confidence I was gaining through the LSU program. My organization not only helped finance my master’s degree but is also supporting my doctoral study that begins later this year.”

Because they trusted him and supported his development, he was able to gain sharper, valuable skills and invest them back in his workplace. His growth resulted in a promotion to a senior leadership role.

“I now approach leadership as a learning practice,” Young said. “I focus on clarity, trust, and creating an environment where people can learn and perform at a high level.”

The Online MS in LHRD from LSU Moves Students Forward

As he completed the program, Young realized he wanted to continue studying organizational change and solving complex workplace problems through research. This fall, he will begin doctoral study in applied learning sciences at the University of Miami, supported by his employer and encouraged by mentors, including Dr. Lyons from LSU. “The LSU LHRD program not only provided me with the skills to be a change-maker, it shined a spotlight on a path forward that I did not know was there when I started my master’s degree.”

His next step reflects a broader truth about leadership today. Organizations need people who can connect learning with action, research with execution, and strategy with human development.

For professionals ready to grow into that kind of leadership, the online Master of Science in Leadership and Human Resource Development from LSU offers a framework for leading meaningful change in the places where people work.

“I found the faculty to be incredibly kind, supportive, responsive and fair. I liked how they designed the experience to be collaborative and created real opportunities to connect with classmates throughout the program. I was surprised by how deliberate and genuine those connections felt even through distance learning. I always felt guided and supported. The support services were steady and reliable which made the entire experience smooth from start to finish,” Young said.

His final advice? “Make friends and stay connected because the relationships you build will carry you through the program. Make a trip or two to campus if you can because it helps you feel more connected to LSU and the community you are joining. Start your coursework and group projects as soon as the assignments open because staying ahead makes everything smoother. Most importantly, do nice things for the people who support you while you take this on. I would not have had such positive outcomes without the support of my family, friends, career sponsors, and teammates.”

Ready to access your own inner leader? Learn more about the online MS in Leadership and Human Resource Development from LSU, and apply today!