While employee turnover is never ideal, the impact of losing top talent can be even more costly. Losing a high-potential employee can cost organizations up to 3.5x their annual salary, and that’s before we even consider the lost work productivity and expertise.

Helping employees build their leadership skills is just the tip of the iceberg when it comes to leadership training. The key to long-term impact? Strategic leadership development that goes beyond skills and competencies.

Before you rush into implementation, you need to outline the outcomes that are important to your organization and your stakeholders. Are you looking to boost retention? Do you have diversity targets?  Or is there a leadership gap that needs to be filled?

Bringup

Talent teams and program managers should be responsible for implementing leadership development strategies. But when it comes to identifying the right folks for the program, it’s also worth speaking with the people they work with every day—their managers.

Leadership training and development can look different depending on your goals and the employees involved. You’ll often see leadership training programs, but leadership development strategies can—and should—also include mentorship opportunities and experiential learning (such as stretch projects) that allow leaders to truly expand their skills.

Leadership training and development can look different depending on your goals and the employees involved. You’ll often see leadership training programs, but leadership development strategies can—and should—also include mentorship opportunities and experiential learning (such as stretch projects) that allow leaders to truly expand their skills.

That’s why the best leadership development programs are community-driven. This means creating opportunities for employees to connect with executives and peers across the organization. This can include fostering mentorship relationships with senior executives, sponsorship programs, or even recreating water-cooler conversations virtually.

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Yet at the same time, almost two-thirds (63%) of millennials feel that their employers are not fully developing their leadership skills.

Leadership development is the process of strengthening the leadership skills of existing and potential leaders within your organization.

Goup

It’s time to track your progress towards those goals you set. It’s the only way to make sure that your carefully implemented leadership development program is providing the intended results.

Keep reading as we break down why having the right leadership program matters. We’ll also share some steps for investing in a development strategy that will help you successfully level up leaders within your organization.

This is why it’s critical to identify emerging leaders early on, so you can provide them with development opportunities that enable them to become leaders when the time comes. Investing in these employees is also a simple way to show you have a vested interest in your employees’ long-term growth and career path, which can boost retention and engagement.

Clearup

Most importantly? 10KC integrates directly with the tools that your leaders work with every day so they can spend more time growing and less time figuring out how to use yet another platform.

10KC was founded on land that is the traditional territory of the Mississaugas of the Credit, the Anishnabeg, the Chippewa, the Haudenosaunee, and the Wendat peoples, and is now home to many diverse First Nations, Inuit, and Metis peoples.

10KC’s algorithm matches employees based on shared goals and interests with just a click of a button, while curriculums and conversation guides provide impactful guidance. Future leaders can learn from the people who can guide and support them best.

Companies might invest in leadership development for a few different reasons. One of which is helping current organizational leaders and people managers thrive in order to boost the overall effectiveness of your leadership team. Another is upskilling high-potential future leaders, so they’re ready to lead teams when the time comes.

Putting together a successful leadership development strategy involves several moving pieces. But it’s certainly possible to put together a program that employees love and also delivers results.

The reality is that not all employees strive to become people managers or leaders. There are many that prefer to excel in their specific job functions as individual contributors. This doesn't mean that they won’t be an asset to your organization’s future, but it does mean that they may not be the best candidate for your leadership development program.

Callfor

The vast majority (58%) of employees would leave their current company if they didn’t have access to career advancement and development opportunities.

Before you rush into implementation, you need to outline the outcomes that are important to your organization and your stakeholders. Are you looking to boost retention? Do you have diversity targets?  Or is there a leadership gap that needs to be filled?

callup中文

Organizations around the world spent over $357 billion on leadership development and corporate training programs in 2020 alone, even amidst the pandemic, And 57% of L&D professionals say leadership and management are the highest priority skills for their organization.

The goal is to improve visibility and intentionally create ways to strengthen the professional networks of existing and potential leaders.

However, we also know that the majority of employee development comes from peer learning and experiential opportunities. This is why the best leadership growth strategies tend to have multiple components that help employees and employers make the most of their development experience.

Curriculums can also keep employees engaged and make the most of their program experience, as it provides a roadmap for their development.

Fortunately, making mentorship matches at scale doesn’t need to be complicated. Mentorship software, like 10KC, is carefully designed to help mentorship program managers bring the right people together. (Without having to filter through a stressful spreadsheet.)

Leading enterprises trust 10KC to deploy, manage, scale, and measure leadership development programs. Get access to off-the-shelf programs and mentorship experiences that allow your organization to get the most of the development experience.

One of the simplest ways to identify high-performing employees is by looking at their performance and quality of work. Who consistently exceeds expectations? What performance metrics are they hitting? Have they demonstrated the qualities of a successful leader?

There are many ways to approach a successful leadership development strategy, but mentorship should be a top priority. However, effective mentorship relies on matching potential leaders with the right mentors.

Like any business initiative, you should be measuring the success of your leadership development program—not just post-program but throughout the program as well. This highlights areas of growth and allows you to quickly identify areas of improvement to make adjustments and improve results along the way.

Before investing in an employee’s leadership development, it’s worth understanding where they see themselves in the future.

One of the simplest ways to identify high-performing employees is by looking at their performance and quality of work. Who consistently exceeds expectations? What performance metrics are they hitting? Have they demonstrated the qualities of a successful leader?

Pickup

Before investing in an employee’s leadership development, it’s worth understanding where they see themselves in the future.

Employee networks are key to employee development and creating opportunities for growth. And by nature, leadership requires employees to be effective communicators and collaborate within a community.

This is why it’s critical to identify emerging leaders early on, so you can provide them with development opportunities that enable them to become leaders when the time comes. Investing in these employees is also a simple way to show you have a vested interest in your employees’ long-term growth and career path, which can boost retention and engagement.

Managers have a front-row seat to everyone on their team. They can observe employee behavior as they interact with colleagues, how they manage feedback, and even their long-term goals. This provides additional insight into leadership potential that may not come across clearly in performance reviews.

The goal is to improve visibility and intentionally create ways to strengthen the professional networks of existing and potential leaders.

Broughtup

Remember: while leadership development may not be the right path for individuals who don’t fall into this category, their work is still important to your company. Make sure you’re investing in other opportunities for growth and development. Otherwise, your leaders might find themselves leading a team of individual contributors who are disengaged and unmotivated.

Curriculums can also keep employees engaged and make the most of their program experience, as it provides a roadmap for their development.

Without a structured curriculum that’s tailored to your leadership needs, it’s easy to find yourself grasping at straws. You may see some progress, but it limits your ability to make an impact in the areas that truly matter.

Helping employees build their leadership skills is just the tip of the iceberg when it comes to leadership training. The key to long-term impact? Strategic leadership development that goes beyond skills and competencies.

Here are a few steps you can use to guide you through planning and executing your organization’s leadership development strategy.

The best way to keep track of your progress? By bringing employee surveys and real-time program data into data dashboards.

The best way to keep track of your progress? By bringing employee surveys and real-time program data into data dashboards.

Of course, if you identify the right employees, they’re also the ones who are most likely to provide the largest return on your development investment. However, with rapidly changing business needs, identifying future leaders and high-performers can be challenging.

Without a structured curriculum that’s tailored to your leadership needs, it’s easy to find yourself grasping at straws. You may see some progress, but it limits your ability to make an impact in the areas that truly matter.

Managers have a front-row seat to everyone on their team. They can observe employee behavior as they interact with colleagues, how they manage feedback, and even their long-term goals. This provides additional insight into leadership potential that may not come across clearly in performance reviews.

This stage helps you identify where you need to focus your efforts, so you can develop curriculums that align with your goals. And since leadership development is an investment, knowing which metrics to track makes it much easier to communicate ROI to stakeholders and senior management.

It’s time to track your progress towards those goals you set. It’s the only way to make sure that your carefully implemented leadership development program is providing the intended results.

While employee turnover is never ideal, the impact of losing top talent can be even more costly. Losing a high-potential employee can cost organizations up to 3.5x their annual salary, and that’s before we even consider the lost work productivity and expertise.

Most importantly? 10KC integrates directly with the tools that your leaders work with every day so they can spend more time growing and less time figuring out how to use yet another platform.

Of course, if you identify the right employees, they’re also the ones who are most likely to provide the largest return on your development investment. However, with rapidly changing business needs, identifying future leaders and high-performers can be challenging.

Leadership development is the process of strengthening the leadership skills of existing and potential leaders within your organization.

However, we also know that the majority of employee development comes from peer learning and experiential opportunities. This is why the best leadership growth strategies tend to have multiple components that help employees and employers make the most of their development experience.

Talent teams and program managers should be responsible for implementing leadership development strategies. But when it comes to identifying the right folks for the program, it’s also worth speaking with the people they work with every day—their managers.

Fortunately, making mentorship matches at scale doesn’t need to be complicated. Mentorship software, like 10KC, is carefully designed to help mentorship program managers bring the right people together. (Without having to filter through a stressful spreadsheet.)

Remember: while leadership development may not be the right path for individuals who don’t fall into this category, their work is still important to your company. Make sure you’re investing in other opportunities for growth and development. Otherwise, your leaders might find themselves leading a team of individual contributors who are disengaged and unmotivated.

It’s worth noting that emerging leaders aren’t necessarily always employees who have already demonstrated leadership skills. They simply need to show signs that they can become effective leaders. For example, they might be strong communicators and take initiative. Or they may even have a tendency to take on a leadership role among their peers.

The reality is that not all employees strive to become people managers or leaders. There are many that prefer to excel in their specific job functions as individual contributors. This doesn't mean that they won’t be an asset to your organization’s future, but it does mean that they may not be the best candidate for your leadership development program.

There are many ways to approach a successful leadership development strategy, but mentorship should be a top priority. However, effective mentorship relies on matching potential leaders with the right mentors.

Employee networks are key to employee development and creating opportunities for growth. And by nature, leadership requires employees to be effective communicators and collaborate within a community.

The vast majority (58%) of employees would leave their current company if they didn’t have access to career advancement and development opportunities.

That’s why the best leadership development programs are community-driven. This means creating opportunities for employees to connect with executives and peers across the organization. This can include fostering mentorship relationships with senior executives, sponsorship programs, or even recreating water-cooler conversations virtually.

Leading enterprises trust 10KC to deploy, manage, scale, and measure leadership development programs. Get access to off-the-shelf programs and mentorship experiences that allow your organization to get the most of the development experience.

Carry out

Putting together a successful leadership development strategy involves several moving pieces. But it’s certainly possible to put together a program that employees love and also delivers results.

Like any business initiative, you should be measuring the success of your leadership development program—not just post-program but throughout the program as well. This highlights areas of growth and allows you to quickly identify areas of improvement to make adjustments and improve results along the way.

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The truth is that simply putting a training program in place just isn’t enough. Organizations need to create opportunities for the right individuals and invest in structured programs that bring employees and employers closer to their leadership goals.

Companies might invest in leadership development for a few different reasons. One of which is helping current organizational leaders and people managers thrive in order to boost the overall effectiveness of your leadership team. Another is upskilling high-potential future leaders, so they’re ready to lead teams when the time comes.

Here are a few steps you can use to guide you through planning and executing your organization’s leadership development strategy.

10KC’s algorithm matches employees based on shared goals and interests with just a click of a button, while curriculums and conversation guides provide impactful guidance. Future leaders can learn from the people who can guide and support them best.

This stage helps you identify where you need to focus your efforts, so you can develop curriculums that align with your goals. And since leadership development is an investment, knowing which metrics to track makes it much easier to communicate ROI to stakeholders and senior management.

It’s worth noting that emerging leaders aren’t necessarily always employees who have already demonstrated leadership skills. They simply need to show signs that they can become effective leaders. For example, they might be strong communicators and take initiative. Or they may even have a tendency to take on a leadership role among their peers.