Organizations often reserve leadership development for those already in positions considered leadership or management, sometimes only in the middle or last third of their professional careers. We have been allowed to work with many considering emerging or potential leaders. Yet, leadership can be demonstrated by anyone, including those at the front line of office operations, sales, accounting, maintenance, etc. What benefits could come from offering this type of development to all staff members who may not see themselves in a position of leadership? Many decision makers focus on title and salary but neglect to encourage critical thinking, creativity, engagement, productivity and ownership. What opportunities may be lost due to this short-sightedness?
There are options beyond a comprehensive coaching program or several days of training which are a significant investment. Other learning options would be beneficial and still affordable; allowing people to develop themselves with job shadowing or micro-learning focused on time management techniques or communication, for example. Training Magazine’s Training Industry Report stated that on average, $954 was spent on employee development and as many as 94% of employees stay longer in companies that invest in them.
"The single biggest way to impact an organization is to focus on leadership development. There is almost no limit to the potential of an organization that recruits good people, raises them up as leaders and continually develops them." - John Maxwell