Leadership Development

Looking to Maximize the Return on Leadership Development?

While the need to invest in leadership development is clear, the return is not.

However, new approaches (such as the pitstop) can better link business performance to leadership development.

How to Link Leadership Development to Performance?

Surveys show that most leaders (up to 90%) question the business impact of their leadership development initiatives (1). However, research also highlights the solution to this challenge (2). The pitstop approach integrates the lessons learned:

1. Context Matters
Tailor to the specific context, strategy, and culture of your organization. A one-size-fits-all approach rarely works.

2. Integrated with Real Work
Integrated with real on-the-job projects & priorities to improve learning and create a direct impact on the business.

3. Adaptive, Not Just Technical
Effective leadership programs must address the mind-sets & beliefs that drive behavior. Learning new techniques or tools is not enough.

4. Measure Results
To quantify the business impact of leadership development requires data & measuring changes in leadership performance over time

The pitstop approach adopts these 4 strategies to maximize the business impact of leadership development initiatives, as well as to better prepare leaders for the opportunities and challenges ahead.

Ready for the Future of Leadership Development?

Are you ready for the future of leadership development – where your business priorities, projects and teams are the course content, the learning modules and even the case studies.

The pitstop approach complements the traditional leadership development initiatives, filling a gap that often leads to disappointment regarding the business impact of past investments.

What Makes the Pitstop Approach Special?

Here is how pitstops link leadership development to performance:

The New Course Outline Is:

Your Business Needs
& Priorities

The New Course Content Is

Your Strategies,
Projects & Teams

Theories Are Replaced By:

Your Data
Situational Analysis

The New Learning Goals Are:

Your KPIs &
Performance Metrics

Footnotes:

1. Survey after survey casts doubt on the return from leadership development initiatives. Here are two examples.

Only 25% of leaders believe in the value of their leadership development initiatives – ‘Companies Have Been Neglecting Their Leadership, And It Shows' by Josh Bersin · Published November 1, 2023.
Only 10% of leaders believe in the business impact of their leadership development initiatives: WHAT’S MISSING IN LEADERSHIP DEVELOPMENT?, <u>McKinsey Quarterly</u> 2017.

2. Why leadership-development programs fail, McKinsey Quarterly, January 1, 2014.