Employers pay more attention to leadership development, in terms of time and resources, than any other area of human capital management. But only about one-third of organizations believe their leadership development programs have a significant impact on the business. This survey seeks to examine the root causes of this disconnect and what organizations plan to do to solve these challenges.
The study consists of a survey sent to its global database, plus scores of qualitative interviews with research participants, Brandon Hall Group Excellence Award winners and its members.
“The leadership needs of organizations are evolving quickly as the business environment changes,” said Brandon Hall Group Chief Strategy Officer and Principal HCM Analyst Michael Rochelle. “This research will inform our recommendations to organizations on how to put strategies and programs in place to meet current and future needs.”
From the findings of this study, Brandon Hall Group analysts will develop actionable research reports, tools and frameworks to improve leadership development programs, the top learning priority for the majority of organizations.
The maturity of their leadership development programs
Values and competencies that high-performing organizations need in their leadership development programs
Barriers that impede leadership development from having business impact and their cause
How organizations are changing their leadership development programs — and why
The leadership competencies needed for organizations to recover from the effects of the coronavirus pandemic
How organizations prioritize development based on leader level and function
Reasons for the lack of internal leader mobility and how leading organizations are addressing it
How high-performing organizations measure the impact and effectiveness of leadership development
“Traditional top-down leadership has failed and organizations that hang onto that model will struggle to survive,” said Brandon Hall Group CEO Mike Cooke. “We see leadership evolving to a shared leadership model, with a heavy focus on collaboration through teams, fueled by greater inclusion of diverse talent and a culture of continuous learning.”
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