1. Maximizing Performance. Achieving Results.
Strategic Leadership Development
1239 First Avenue, Suite B
Cedar Rapids, Iowa 52402
888-278-4392
2700 Westown Parkway, Suite 200
West Des Moines, Iowa 50266
515-453-9590 • fax 515-222-0565
info@CRGpros.com
www.LHH.com
www.CRGpros.com

2. Learning Objectives
• Explore how leadership development helps
achieve strategic goals and business results
• Explore how to guide processes required
for effective leadership development
– Assessment
– Development
• Explore how to evaluate the contribution
of leadership development to effectiveness
– both individual and organizational
Maximizing Performance. Achieving Results.

3. Agenda
• Outcomes – specifying the results to be achieved
by leaders and by leadership development
• Competencies – identifying required knowledge,
skills, characteristics, behaviors and practices
• Assessment – assessing current and/or potential
leaders to identify strengths, development needs
• Development – selecting and implementing
appropriate programs, resources, and tools
• Evaluation – measuring the effectiveness of
leaders and the leadership development initiative
Maximizing Performance. Achieving Results.

4. Outcomes: Strategic Challenges
•
•
•
•
•
•
•
Sustained profit growth
Steady top-line growth
Consistent strategy execution
Innovation and entrepreneurship
Speed and adaptability to change
Customer loyalty and retention
Productivity improvement
• Relative competitive advantage
The Conference Board’s study of top business leaders’ “challenges of greatest concern”
Maximizing Performance. Achieving Results.

5. Outcomes: Human Capital Challenges
•
•
•
•
•
•
•
Successful succession
Employment growth
Competition for top talent
Leadership bench strength
Workforce adaptability to change
Employee engagement, retention
Performance improvement
• Leadership as competitive advantage
Maximizing Performance. Achieving Results.

6. Competencies: The “right stuff” for leaders
• The things which are required for effective
leadership (in an organization, unit, role, job)
• Knowledge, skills, characteristics, traits,
behaviors and practices
• Keys to current +/or future success
• Differentiators of top performers
• Used for selection, development,
performance management, etc.
Maximizing Performance. Achieving Results.

7. Competencies: One example
Direction
& Alignment
Leadership
Talent Development
Planning & Organizing
Results Orientation
Service Orientation
Influence
Communication
Interpersonal
Collaboration
Relationship Building
Personal
Analysis
Judgment
Adaptability
Innovation
Learning Business/Management
Professional/Technical
Expertise
Maximizing Performance. Achieving Results.

8. Competencies: Another example
Te
am
Pla
i ng
lop hip
ve rs
De lowe
l
Fo
yin
g
Creating Vision
g
vin
s
Re
s
ult
Following Through
Im
ple
the men
Vis ting
ion
hie
Ac
Enhancing Leadership
Effectiveness
Maximizing Performance. Achieving Results.

9. Assessment: Examples
What competencies are required?
Tools for defining leadership requirements:
• Strategic Directions (organization, future)
• Role Expectations (specific role, today)
How proficient are the individuals?
Tool for assessing current practices:
• Leadership Effectiveness Analysis
Maximizing Performance. Achieving Results.

10. Development: Getting the right mix
• Individual development plans, including:
• Formal training: classes, online, blended;
internal +/or external programs, resources
• Work-related experiences: action learning,
stretch job assignments, guided task teams
• Coaching/mentoring: external +/or internal;
individual +/or group, in-person +/or virtual
Maximizing Performance. Achieving Results.

11. Example: LHH Leaders at all Levels
• 6-month blended learning approach includes
360 feedback, classroom + virtual sessions,
coaching circles, and action learning projects
– Collaborative leadership
– Strategic thinking and acting
– Communicating intentionally
– Leading high-performing teams
– Coaching for optimal performance
– Managing change and conflict
– Innovating while managing risk
Maximizing Performance. Achieving Results.

12. Development Best Practices
• Align competencies and development plans
with strategic challenges, business results
• Involve leaders: teaching, coaching, support
• Offer mix of internal, external formal learning
• Provide work-based learning opportunities
• Ensure clear goals, challenge, and feedback
• Access to resources/solutions (e.g., job aids,
knowledge bases, experts, COPs, etc.)
• Measure and link learning and performance
Maximizing Performance. Achieving Results.

13. Evaluation: Discussion
• Reactions – questionnaire re:
satisfaction +/or perceived value
• Learning – test of knowledge
+/or demonstration of skill acquired
• Behavior – self-report +/or ratings
of others re: application on the job
• Results – other measures for
assessing organizational impact
Examples?
Maximizing Performance. Achieving Results.

14. Evaluation: Measure Results
•
•
•
•
•
•
•
•
•
Employee engagement
Employee retention
Productivity improvement
Quality of products/services
Cycle time reduction
Customer satisfaction
Sales/revenues
Profitability
Return on investment (ROI)
Maximizing Performance. Achieving Results.

15. CRG Lee Hecht Harrison Can Help
• Leadership Strategy & Program Design
– Succession Management
– Organizational Assessment
• Capability Development Programs
– Leaders at all Levels
– Internal Coaching
– Team Coaching
• Executive Coaching Programs
– Top Performance Coaching
– Early Impact Assimilation
– Targeted Coaching
Among top 10 leadership consulting firms
according to Leadership Excellence magazine
Maximizing Performance. Achieving Results.

16. Maximizing Performance. Achieving Results.
Thank you for your participation!
1239 First Avenue, Suite B
Cedar Rapids, Iowa 52402
888-278-4392
2700 Westown Parkway, Suite 200
West Des Moines, Iowa 50266
515-453-9590 • fax 515-222-0565
info@CRGpros.com
www.LHH.com
www.CRGpros.com