Does it make sense to invest in your leaders?  Absolutely!  Does a leadership investment always result in value for the company?  Not always.  What are the key factors that point toward a high ROI from a leadership investment?  Here are several indicators to look for in a leadership development decision.

Is there a strong fit between the leader’s core talents and the targeted development area(s)?  There is a real difference between talent and skills.  A leader can learn negotiating skills; however, the ability to think outside the box on complex transactions is a talent.  If the leader doesn’t have a talent for the work, no level of skill development will replace the talent deficit.  Leaders grow best in the direction of their core talents. 

Is this leader’s best contribution yet to be realized?  Some supervisors are better strategists than managers and stand ready to thrive in a more senior leadership role.  Developing these individuals in the direction of their “apparent strengths” will usually yield a valuable return in both retention and performance.  Leaders accelerate development in the direction of their untapped potential.

Will this area of development refine and elevate the leader’s strengths?  Most leaders are motivated to extinguish or alter behavior that is limiting their strengths and success.  An entrepreneurial leader who is burning through key relationships because of emotionally charged communication has much to gain by learning to pick her/his battles and address tensions more rationally and relationally.  Leaders embrace growth that is additive to their pattern of success.

Is there an organizational opportunity available to this leader for demonstrating the desired growth?  The best leadership development happens by addressing “real time” business or organizational challenges that test the leader’s ability to grow and change.  Having a measurable project or objective for both launching and auditing the leader’s development is key to optimizing the investment.  Leaders build their future best through current assignments where they can achieve outcomes that demonstrate the desired abilities and skills.

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One key to wise leadership investments is to avoid wishful thinking when sizing up a leader’s development potential.  Leadership investment decisions should be made with a tenacious objectivity about the leader’s true talents and growth potential.  Additional input may be required to elevate objectivity and support for these important investments.  Balancing the relationship commitment and historical success of a leader with the current and emerging leadership needs of the organization is not easy.

Call us, we can help.

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