Leadership Development with Impact

According to Brandon Hall Group’s study, Great Leaders: How Do We Develop More?, only about one-third of organizations believe they are effective in developing great leaders. The biggest challenge companies face is that there is little agreement on just what skills and competencies are found in great leaders — and even less agreement on how to develop them.

 One of the key characteristics shared by organizations where leadership development is effective is having a solid, consistent approach to employee leadership development. These organizations are nearly four times more likely to say their programs are effective than other companies. A big part of this approach is getting leaders out of the classroom and into more immersive, learning-by-doing scenarios.

Brandon Hall Group Smartchoice® Bronze Preferred Provider AllenComm helps its clients build effective leadership development programs with a focus on training metrics. By beginning with learning measurement that is focused on organizational needs and goals, AllenComm helps develop leadership skills at all levels. It begins with a full analysis of what skills gaps exist and to what extent, then bringing in the right content, experiences, and technology to match those needs.

It’s this outcome-based approach that leads to leadership training effectiveness. More than three-quarters of companies in Brandon Hall Group’s research say they need to improve measurement to better understand the impact of leader training on desired business outcomes, making it the number three leadership development priority. 

AllenComm applies its performance mapping framework to its leadership development approach, ensuring there are metrics for all four Kirkpatrick Levels that are connected to the needs of business stakeholders. This leads to learning experiences that are meaningful and relevant to participants, delivering and reinforcing the skills leaders need to be successful. 

This is a key departure from traditional, generic leadership development programs, which can do well in building common leadership skills, but fail to put them into the context of the business these leaders are serving. This outdated approach provides no connection for participants, leading to a lack of engagement. It also makes it next to impossible to measure results beyond completion rates, leaving organizations blind to whether or not their programs are effective. AllenComm puts results first, so organizations can develop current and future leaders that can drive the business forward.

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David Wentworth



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