Reframing Your Leadership Development Challenges

What “Leadership Development Challenges” do you face?

Reviewing client interviews from 2009 to the present, entrepreneurial client-companies are no longer pre-occupied with big picture business issues (uncertain economy, evolving technology, increasing competition) to determine what to do next. Pervasive as those issues may be, these issues remained in the background of our small picture snapshots. What has evolved is a “reframing of leadership challenges.”

Nurturing emerging leaders to blossom, and the never-ending growth of mature leaders, is an organic business imperative.

Nurturing emerging leaders to blossom, and the never-ending growth of mature leaders, is an organic business imperative.

 

Fact is, small to middle market entrepreneurial companies remain the lifeblood of the USA economy, employing most of the workforce, and stimulating innovation, not big business. We’re not talking about “mom and pop” shops. These are 15 million to 600 million revenue companies.

Fact is, big business is too complex to sustain innovation. What does big business do when it wants, needs strategic and creative ideas? Acquire smaller, inventive, entrepreneurial companies.

We found agreement, confirmed by data, on a different set of issues, not big picture issues, 8 functional issues “leadership development challenges.” Three of the eight shown to be the primary drivers of leadership development initiatives:

  • Engage and retain the workforce.
  • Create leadership core competencies.
  • Develop emerging leaders.

There were five other leadership development initiatives worth noting:

  • Develop non-manager leadership.
  • Develop high-potentials.
  • Develop mid-manager leadership.
  • Manage change and innovation.
  • Develop team leadership skills.

Our client-organizations want frontline and middle managers, emerging leaders and sole contributors to achieve desired behavioral outcomes.

How much are you willing to invest?

Unfortunately, there are companies who refuse to invest in leadership development despite knowing their refusal dooms planned market expansion and value. It doesn’t make business sense, a business that wants to grow and yet is unwilling to invest in its sustained growth and profitability.

How much are you willing to commit?

Targeting desired behaviors is the first step in meeting a leadership development challenges. Step two is deciding how much time, money, and energy your company is ready, willing, and able to commit to learning initiatives.

Unfortunately, there are companies who allow leadership development to get lost in the organizational priorities shuffle which then gets lost in the business priorities shuffle. It’s a never-ending predicament.

These companies need to grow-up, and move forward into the mature business life cycle. The light of leadership development challenges is shining brightly on their faces, and they still can’t see it or even feel it. Too bad for them. Wouldn’t you agree?

That’s why more than 50% of the Inc. 500 companies fade away, and are replaced, each and every year!

So, have you begun reframing your leadership development challenges yet?

Abre Los OjosYour organization may benefit from this “more mindful, state-of-the-art approach to leadership development.” Meeting leadership development challenges begins by asking the right questions, concluding the right answers, and then taking the right actions.

Partner with Us.

  • Marc Ortiz de Candia, Managing Partner
  • Vitalia Consulting | The Enlightened Leadership Leader