The John Maxwell leadership training center shares value of adding an ROI to their leadership development programs to further enhance the future health of their organizations.

http://johnmaxwellcompany.com/blog/driving-key-performance-outcomes-through-high-roi-leadership-development

Every successful business trains its employees. But how is this leadership development measured? Is it measured at all? Attaching an ROI to leadership development is critical to building better teams, enhancing effectiveness, and boosting the bottom line.  Our Organizational Effectiveness Survey (OES) asks pointed, pre-engagement questions that uncover key data insights related to:

1. Overall Health of Culture: Does your company have a leadership culture focused on change, improvement and optimization?

2. Willingness to Change and Improve: Are your leaders transforming skilled people into engaged employees; are these employees willing to follow your leaders?

3. Employee Engagement: Are your employees committed to their work and organization in a way that drives consistent productivity?

4. Customer Satisfaction: How important is customer care and the customer experience to your organization’s leadership team?

WHY MEASURE LEADERSHIP EFFECTIVENESS? — Executive coaching is an impactful way to assess and improve the effectiveness of an organization. According to a study published by the Center for Creative Leadership, 95 percent of people polled stated that executive coaching was worth the time and effort.  The OES identifies 28 behavioral and business practice competencies within 4 functions of the organization: Leadership, People, Strategy and Performance.

THE LEADERSHIP RELAY — According to Deloitte Human Capital Trends, 56 percent of executives report their companies are not ready to meet leadership needs. High-ROI leadership development will be key in securing seamless transitions in management that will occur over the next decade. It’s time for companies to look forward, constantly assessing and encouraging the leadership qualities of their younger, or perhaps, newer employees.

THE INTANGIBLE ASPECTS OF COMPANY CULTURE — While benefits and workplace flexibility are frequently discussed topics of company culture and work happiness, the intangible aspects of company culture are far more important to worker loyalty and productivity. What are these intangible aspects? Companies that foster collaboration (when possible) and a team mentality through inclusive leadership perform better. Strong leadership qualities of communication, empathy, and service translate into a respectful, engaging, and exciting workplace.

INVESTING IN THE FUTURE — A successful model of leadership promotes personal growth. Measurable mentorship programs and professional development opportunities in the form of continuing education, advanced certification, and taking on new roles or additional responsibilities that are then recognized by management are crucial to your employees feeling encouraged to set and pursue goals and develop skills.