Leadership Development

The Issue

Leaders hold positions of significant influence and responsibility, and identify with the success of their businesses. Many of these leaders dismiss the value of ongoing development because they perceive that they are already finished products.

Organizations often lack resources and skill to encourage and enable leaders of all levels to continue their growth and learning. Frequently, organizations do understand the connection between leadership effectiveness and strategic goal achievement. Effort must be put into building a culture that encourages leaders to learn how to drive value for their businesses.

Our Point of View

• As many successful people mature in their careers, they become less hungry to learn and grow.
• Organizations see development as very difficult to measure and often overlook its importance.
• Organizations also overlook learning and development because they are more time-consuming than training for specific technical skills.
• Because development is an area lacking universal consistency, leaders can be confused about development in their own organizations.
• Foundational leadership skills at different levels of the organization need to be the same in order to build alignment, understanding of expectations, and set direction.
• Expectations and definitions of leadership should not vary across an organization.

Our Approach

Generally, our approach includes the following key steps:

• Define what leadership means to the organization in terms of its business strategy and direction through interviews and focus groups with employees at various levels.
• Determine and set unique metrics for the client to measure leadership development in several areas.
• Implement an educational program that ties leadership development to particular job responsibilities, and develops inherent and practiced new actions in leaders.
• Conduct follow-up programs in order to ensure reinforcement and ongoing development opportunities.

Typical Benefits

• Increased consciousness on all levels of broad goals and values that affect the entire organization.
• Opportunity to raise the bar and become a true “learning organization.
• Increased innovation and creativity among employees due to a higher level of confidence and connection to the business.
• Promotable talent at many levels of the organization aiding succession planning.
• Increased openness to continuous improvement and planned change.
• A real feedback-rich culture where people are more tolerant of diverse points of view and contributions.

To learn more, contact us by phone at (312) 523-2123 or by email.