Get more from leadership development.
I help organisations get more from leadership development.
Leadership development is one of the most important investments an organisation can make.
I believe that investment needs a new ambition.
Ironically, leadership development has never been easier to buy or harder to invest in well.
There are more programs, providers, technologies and development options than ever before.
That’s good news. It also makes investment decisions harder.
Whether you're developing your leadership strategy, creating a leadership framework or introducing a leadership program, you're making decisions about how to develop better leaders.
But what if, at the same time, you can make decisions about how to become an organisation better at developing leaders?
A new ambition for leadership development.
Every organisation I work with wants to develop better leaders.
It’s the right intention, but I’m not convinced it’s the right ambition.
Because I believe that organisations don't just want better leaders.
They want to become organisations that consistently develop better leaders.
Many organisations invest successfully in the first. Fewer deliberately invest in the second.
That's where I think organisations can unintentionally leave value on the table.
Leadership development creates the greatest return when every investment achieves two things:
It develops better leaders today and strengthens the organisation's ability to develop leaders tomorrow.
That’s how you get more from leadership development.
Capability isn't purchased. It's built.
Leadership development creates the greatest value when it becomes part of what an organisation does, not simply something it buys.
Because the goal isn't simply to deliver leadership development, it’s also to build an organisation that's capable of developing leaders.
The first develops individual capability. The second strengthens organisational capability.
You need both to get more from leadership development.
What I believe.
Everything I do is based on three core beliefs about leadership development:
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Learning creates the possibility of change. It doesn’t guarantee it. Leadership programs need to provide a pathway from knowing to doing.
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Programs matter. They just can’t carry the whole load. They are one part of your organisation’s overall leadership development system (LDS).
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Programs can be designed to promote behaviour change and the organisational conditions that make that change more likely to take hold and endure.
How I help.
These beliefs have informed two interconnected organising principles for designing leadership development in a way that helps organisations get more from it:
The Knowing-to-Doing Pathway™ helps develop better leaders through participant journeys designed in line with the way behaviour change is most likely to occur.
The LDS Wheel™ helps strengthen an organisation's capacity to develop leaders by creating the conditions for new leadership behaviours to take hold and endure.
One designs for behaviour change.
The other designs the conditions that help it last.
Together, they ensure that every investment in leadership development contributes to both developing better leaders and helping the organisation get better at developing them.
When those two begin strengthening one another, something changes. Leadership development stops feeling like a series of initiatives and becomes something the organisation does, not only what it buys.
Where would you like to start?
Whether we're strengthening your leadership development system, designing a leadership program or thinking through your next investment, the goal remains the same:
Helping organisations get more from leadership development.
Strengthen your organisation's capacity to develop leaders:
Explore Leadership Development Systems
Design leadership development that creates lasting value:
Think it through together:
Organisations that have got more from leadership development:
Let’s work out what will create the greatest impact.
If you're making important decisions about leadership development, I'd love to hear what you're trying to achieve.