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Although leadership development is consistently identified as a top priority for organizations, challenges in measuring its effectiveness make it difficult to pinpoint what is working and what isn’t. This leads to wasted resources on programs that do not result in behavioral change and an overall frustration with leadership development capability.
Organizations pour money into leadership development programs that are too general or do not sufficiently apply to their circumstances, making it difficult for leaders to apply learnings and improve performance.

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Our Advice

Critical Insight

Abandon the idea that one-size-fits-all leadership development programs will meet your organizational needs.
Build a targeted program rooted in organizational goals in order to drive behavioral change and demonstrate business impact.

Impact and Result

Create a leadership development program rooted in organizational goals to:
- Make learning contextual and transferable.
- Facilitate measurement in order to demonstrate program effectiveness and inform iteration, to drive business impact.

Build Impactful Leadership Development Programs Research & Tools

1. Create a plan for leadership development

Draft leadership development goals and consider risks and contingencies for development efforts.

2. Identify program needs

Understand development challenges and develop learning objectives that address current learning activity gaps.

3. Build the program

Map out the program, accountabilities, and timing, including effectiveness and sustainability metrics.

4. Implement and evaluate

Determine guidelines for participants and develop a communication and roll-out strategy.

Leadership Development

An active membership is required to access McLean Academy

This program has been approved for continuing professional development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

McLean & Company is recognized by SHRM and can award Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®.

HR Certification Institute's® (HRCI®) official seal confirms that McLean & Company meets the criteria for pre-approved recertification credit(s) for any of HRCI’s eight credentials, including SPHR® and PHR®.

How to complete this course:

Use these videos, along with the Project Blueprint deck above, to gain an understanding of the subject. Start with the Introduction, then move through each of the Course Modules. At the end of each Module, you will be required to complete a short test to demonstrate your understanding. You will complete this course when you have completed all of the course tests.

Number of Course Modules: 5
Estimated Completion Time: 1.5 hours

Learning Outcome

Explain the importance of leadership development and strategies to build a targeted leadership development program rooted in organizational goals to drive behavioral change and demonstrate business impact.

Learning Objectives

By the end of this course, learners will be able to:

Make the case for leadership development in their organizations.
Create a plan for leadership development.
Identify program needs and learning objectives tailored to organizational goals.
Build, map out, and plan to measure the success of a leadership development program.
Implement, evaluate, and iterate a new or rebuilt leadership development program.

All of our McLean Academy courses have closed captioning available. To turn this function on, click on the “CC” in the bottom right corner of the video screen and click "English" on the options that pop up.

Course Modules

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Introduction

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Module 1

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Module 2

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Module 3

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Module 4

About McLean & Company

McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.

What Is a Blueprint?

A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.

Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.

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Get the help you need in this 4-phase advisory process. You'll receive 8 touchpoints with our researchers, all included in your membership.

Guided Implementation 1: Create a plan for leadership development.

Call 1: Confirm levels for leadership development and identify leadership challenges.
Call 2: Determine organizational leadership development goals, review competencies, and brainstorm risks to leadership development.

Guided Implementation 2: Identify program needs.

Call 1: Develop learning objectives based on organizational goals and common challenges.
Call 2: Analyze existing learning activities to identify what can be leveraged for the program and uncover gaps.

Guided Implementation 3: Build the program.

Call 1: Determine the appropriate mix of learning methods to create an effective program.
Call 2: Map out the leadership development program.

Guided Implementation 4: Implement and evaluate.

Call 1: Determine an appropriate program roll-out and communication strategy.
Call 2: Analyze data to determine program strengths and areas of improvement.

Contributors

Jill Birch, CEO, BirchGrove Inc.
Susan Drake, Director of Human Resources, Maple Reinders
Monica Goodale, Assistant Vice President of National Learning & Development, Zenith Insurance Company
Darcy Jacobs, VP of Engagement and Development, Noventis Credit Union
Donna Krakovsky, Director of HR and Talent Management, Atlus Group
Sara Pena, Talent Development, CalPERS
Dr. Jack Phillips, Ph.D., Chairman, ROI Institute, Inc.
Dr. Glenn Rowe, Ph.D., Ivey Alumni Association Toronto Chapter Faculty Professor in Business Leadership
Karen Van Amerongen, Team Leader of Leadership and Engagement Programs, CalPERS
Minna Whitman, Manager of Learning for North America, HRG North America