Building a successful leadership development program requires that you first identify common mistakes that can impede your program's success. Here are four particular missteps to look out for.

1. REASONS LEADERSHIP
DEVELOPMENT FAILS
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4. As an organization, it’s important to find ways to develop
and grow your employees into leaders. This not only helps
with their motivation and engagement, but it also helps
create a strong collaborative culture of great work.
But what’s the best way to develop your future leaders? And
how do you ensure you’re investing resources in the right areas?

5. In 2014, corporations in the United States
spent over $70 billion dollars on training
and development. More was spent on
management and leadership development
than anything else, over 35%.
SOURCE

6. In designing a best-in-class leadership development
program it helps to first identify common missteps.
This will give you a better sense of what to focus on.
4 LEADERSHIP DEVELOPMENT
MISTAKES TO AVOID:
FOCUS ON TRAINING AND NOT DEVELOPING
MAKE IT A ONE TIME EVENT
PROMOTE OPPORTUNITIES TO A SELECT FEW
INVEST IN THE WRONG PEOPLE

7. Great leaders learn from experience, mentorship, and
coaching. Great leadership programs focus on supporting
a leader’s success with effective onboarding, tools, and
ongoing check-ins and coaching. Make sure you’re not
simply training on skill set and product knowledge but
rather helping develop employees to go to the next level.
1. FOCUS ON TRAINING AND NOT DEVELOPING

8. Training is often one directional, one dimensional,
one size fits all, authoritarian process that imposes
static, outdated information on people. The majority
of training takes place within a monologue
(lecture/presentation) rather than a dialog. Perhaps
worst of all, training usually occurs within a vacuum
driven by past experiences, not by future needs.
SOURCE

9. Leadership development should be a continuous process.
Companies should take the time to develop plans to
integrate leadership development into everyday tasks and
find ways to create sustainable and engaging learning
experiences over time.
2. MAKE IT A ONE TIME EVENT

10. Consider implementing a mentorship program to better
integrate leadership development daily. It’s great one-on-one
time and helps employees in a supportive environment.
[A mentorship program] is a wonderful way to discover
and empower new leaders as the mentoring atmosphere
allows those with leadership potential to practice their
skills and to rise to the top.
—Cheryl Snapp Conner
SOURCE

11. Organizations that promote a high trust, transparent
environment are better suited to help employees develop
leadership skills. Make sure your culture is receptive and
encouraging of leadership development. Managers and
peers should be educated to embrace development
opportunities.
3. PROMOTE OPPORTUNITIES TO A SELECT FEW

12. Our capacity to take risks, ask for help or assume
leadership is limited by the thinnest connection we
have with a member of our team. A team is only as
strong as its weakest link. The weakest link is not a
person; it’s the most restricted conduit through which
information, influence and knowledge can flow.
SOURCE

13. Leadership isn’t for everyone. As you work with current
leaders and managers to identify future leaders in your
organization, make sure the people chosen for your
leadership development track are passionate about your
organizational purpose and want to develop leadership skills.
4. INVEST IN THE WRONG PEOPLE

14. Major corporations spend an average of $3 million
every year on leadership and development programs
for high-potential employees, but 55% of these employees
will turn over in a five-year period, resulting in wasted
dollars and an insufficient leadership bench.
By mentoring and targeting those who want to lead,
organizations can minimize turnover and strengthen
future leaders.
SOURCE

15. By avoiding these missteps,
organizations will be ready
to create effective leadership
programs that support growth
and development.

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17. O.C. TANNER AND THE O.C. TANNER INSTITUTE
O.C. Tanner, number 40 on the 2015 FORTUNE 100 Best Companies
to Work For® list, helps organizations create great work environments
by inspiring and appreciating great work. Thousands of clients
globally use the company’s cloud-based technology, tools, awards,
and education services to engage talent, increase performance,
drive goals, and create experiences that fuel the human spirit. Learn
more at octanner.com.
The O.C. Tanner Institute regularly commissions research and provides
a global forum for exchanging ideas about recognition, engagement,
leadership, culture, human values, and sound business principles.

18. EMPLOYEE DEVELOPMENT
STRATEGIES FOR YOUR
REMOTE WORKFORCE
7
KEY INSIGHTS FROM
HR TECH 2015
THE MILLENNIAL EFFECT ON
EMPLOYEE ENGAGEMENT
5 Everyday Objects
that are the Result
of Great Work
MYTHS ABOUT GREAT WORK:
AND the Reality of What to Do to
Make it Happen
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