Helping Leaders Improve


As many companies have known for a while, one of the keys to retaining top talent is by showing them they are an investment the company cares about. That means offering them development and training opportunities, something that benefits both the employee and the company.

In its 2015 Global Leadership Forecast, Development Dimensions International studied the most effective leadership development strategies of companies across the globe. They found that leaders whose companies invest in their development are more engaged in their jobs, pursue opportunities to develop their employees, and show intent to remain at the organization long-term. DDI also indicated that helping leaders understand their career paths and giving them opportunities to provide feedback to their seniors about the organization are the most effective factors in development programs. For frontline leaders – those at the lower leadership levels in a company’s hierarchy – DDI found that engagement is heavily influenced by the possibility to advance upward. On the other hand, higher-level leaders reported more engagement when they felt their manager was effective at developing them. This suggests that, although fewer advancement opportunities are available at higher levels, the development focus and their managers’ actions continue to shape engagement for mid- through senior-level leaders.

In order to better target and strengthen their leadership development programs, organizations should start by focusing on providing their leaders a clear career path and making sure they are given opportunities to give feedback to their superiors. Then, they should make it their focus to provide up-to-date development plans, ensure a work-life balance, and make available information about the competencies and skills needed for success. On this last point, companies should evaluate the specificity of their competency models and the outputs of associated development programs to make sure they provide the level of precision leaders are seeking.

This is where TMC and the Cultural Navigator come in. TMC offers learning and development programs that can be customized to the needs and goals of any organization, as well as a portfolio of assessments that companies can use to help their employees gain awareness of their work-style preferences, which in turn helps them communicate and collaborate with others. In addition, the Cultural Navigator online learning platform hosts a plethora of activities on a number of subjects relevant to leadership development, including cultural competence, managing, negotiating and team building. 

Companies retain good leaders when they invest in development for them. That means showing leaders they care about their advancement, targeting their development initiatives at specific points in their careers, and tailoring development programs to leaders’ individual career ambitions.