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HR Glossary

Leadership development

What is HR leadership development?

Leadership development is the systematic process of improving one's capacity to lead in an organization. It involves developing competencies like strategic thinking, decision-making, team management, and emotional intelligence to prepare employees for leadership and enhance organizational performance.

What is the main objective of leadership development?

The fundamental purpose is to get employees ready to lead across levels of the organization. This involves:

  • Building critical thinking and decision-making skills
  • Improving people management and communication
  • Enabling individual leadership development against organizational strategy
  • Facilitating succession planning and business continuity

What are the most effective elements of a leadership development program?

  • Formal learning

    Guided workshops, webinars, and leadership training

  • Mentorship and coaching

    One-on-one guidance from successful leaders

  • Job rotations

    Exposure to other functions and roles to create versatility

  • Action learning projects

    Actual, hands-on business problems given to teams 

  • Feedback loops

    Ongoing check-ins and reviews to measure growth

What does leadership development do for the organization?

Strategic leadership development provides tangible value, including:

  • Increased employee engagement

    Employees are more engaged when they perceive a path of growth.

  • Reduced turnover

    Investing in internal employees minimizes turnover.

  • Increased innovation and responsiveness

    Leaders lead change and respond swiftly.

  • Improved succession planning

    Planning provides for smooth transitions in critical positions.

  • Improved organizational culture

    Leaders establish the tone for values, ethics, and teamwork.

Who should be included in leadership development programs?

Leadership development is frequently associated with senior managers, but the best programs take a more expansive and strategic approach by including individuals at multiple levels of the organization.

  • High-potential employees

    These are the employees who always go the extra mile and show the potential to develop into leadership positions. Early development creates future leaders who are attuned to the company culture and objectives.

  • Team leads and first-time managers

    Moving from individual contributor to people manager is a key career transition. These individuals require special training in communications, delegation, performance management, and team motivation in order to thrive in their new positions.

  • Functional specialists with leadership potential

    Subject matter experts (e.g., senior engineers, analysts, or creatives) can develop into leaders with proper training, particularly in technical or project-oriented environments where influence is the name of the game.

  • Managers

    Managers bridge the gap between strategy and execution. They benefit from training in strategic thinking, cross-functional collaboration, and leading through change.