More than ever, return-on-investment drives business decision
making and resource allocation. By investing in and developing a
common leadership infrastructure, organizations can focus their
resources strategically and best position themselves for future
success.
Implementing a leadership infrastructure will improve the use of
human capital as well as prepare employees for increased
responsibility. It will also reduce time and costs related to
filling open positions and increase employee retention.
Executives and potential successors should receive consistent
guidance as to what is required for them to attain more senior
responsibilities. Armed with a clear snapshot of current employee
capabilities, supervisors and their reports can quickly develop a
crisp, on-target employee development plan that both parties can
commit to.
At most large organizations, there is a growing gap between the
increasing demands of leadership roles and the preparation
executives receive as their careers progress. For organizations to
capitalize on that consolidation, they will need executives to use
the human resources of the organization. The training and
development function can deliver more value and raise its strategic
profile by building the leadership infrastructure essential to
fostering the desired leadership.