The most impactful leadership development programs aren’t just delivered to a group — they are co-created with a dedicated partner. We’ve noticed that clients who achieve the highest ROI treat development as a team effort among the organization, participants, and facilitators.
As we enter the new year, we wanted to share a few tips on how you can move from a passive “customer” to an active “partner” and drive leadership development in your organization.
Success starts with a shared vision. Don’t just send people to training; invite them into a partnership for growth. Identify key future leaders and communicate exactly why and how the organization is investing in them. Engagement skyrockets when people feel like they are part of a team with a collective vision for the future.
It’s tempting to hand off the logistics and attend to other priorities, but the best partners stay close to the action. By staying engaged with how your team interacts with the leadership development initiatives, you can act as a bridge between learning and the workplace, making real-time adjustments to keep the program relevant.
Leadership development is most effective when it is supported from the top down.
Professional development is a shared responsibility where both the organizational partner and the leader have active roles to play. For example, in our program “Driving Your Own Development,” we share how rising leaders must take initiative for their own success. We provide the map, and help our client partners hold their leaders accountable so that they can truly achieve a transformation. When participants know the organization is watching for — and celebrating — new behaviors, the shift in energy is palpable. This shared standard of excellence ensures the program isn't just a checkbox, but a strategic priority for both the leader and their sponsors.
Feedback helps a team improve. Whether through 360 reviews or stakeholder interviews, involving others in a leader's growth creates a wider circle of investment - and gets the leader’s attention. Collaborative feedback helps focus coaching objectives and builds career momentum through shared insights. Your partnership with your LD provider also relies on a transparent feedback loop. That way, we can ensure our programs and coaching are aligned with your business reality. We don’t just guess what success looks like; we use shared insights to improve it.
Your leadership development provider should feel like an extension of your internal team. Coordinate closely to ensure feedback is sought and incorporated throughout the program. Encourage participants to be honest in surveys, ask your provider for their observations, and give honest, direct feedback to your partners. The more transparent the communication, the stronger the program becomes.
A great team knows when to pivot. If the content isn't resonating or the pace feels off, don't wait until the program is over to speak up. Treat the curriculum as a living document that can evolve based on the team's real-world needs. When participants see that their input leads to changes, they feel heard and more committed to the outcome.
Would you like to explore working with a coach or a custom leadership program? Contact us! We’d love to help you maximize your investment in your people. If you're not ready to connect, you can always download a copy of our Transformational Leadership White Paper.