Recruitment Tips, Employer Trends, and Hiring Insights from CareerBuilder

Leadership Development > Retention

Leadership Development: Invest in the Best So They’ll Invest in You

investLast week, I listed the top traits recruiters and hiring managers look for when identifying their organization’s next leaders. Now, I’d like to follow up that post by discussing why now, more than ever, businesses need to put focus on developing their leaders (if they’re not already doing so) – and what areas they should concentrate on to get the best return on their investment.

Spending money on leadership development may seem like a lot to ask during a time when budgets are already tight, but it is critical that employers invest in ways to engage and retain their leaders right now, according to Elizabeth Craig, a research fellow at the Accenture Institute for High Performance in Boston, in a recent Business Insight podcast.

Unfortunately, businesses tend to see employee training and development programs as an expense, making these programs among the first to go when companies look for ways to cut costs. On the contrary, it is these very programs – these investments – that will better position companies’ competitive standing when the economy turns around. (Need a few more reasons to invest in leaders? We got five right here.)

Because executives have been shown to leave their companies when market conditions improve and more job opportunities open up, now is the time for companies to give them a reason to stay. The best way to retain these employees, Craig says, is to provide learning and development opportunities that will not only engage your best people and compel them to stay with you, but help you better attract new talent down the road.

Based on research Craig conducted with colleagues on executive satisfaction levels (which you can read about in more depth here) companies that offer the following opportunities for executives see a higher retention rate:

  1. Opportunities to work on challenging tasks and to take on more responsibility.
  2. Opportunities to broaden their skills by exposing them to operations outside their areas of expertise, and providing training to polish their business skills.
  3. Opportunities to cultivate relationships with their peers, enabling them to learn from their peers and increase visibility. As a bonus for the company, it also enables them to increase their understanding and collaboration among various business units.

What steps are you taking to invest in your leaders?

Mary Lorenz

About Mary Lorenz

Mary is a copywriter for CareerBuilder, specializing in B2B marketing and corporate recruiting best practices and social media. In addition to creating copy for corporate advertising and marketing campaigns, she researches and writes about employee attraction, engagement and retention. Whenever possible, she makes references to pop culture. Sometimes, those references are even relevant. A New Orleans native, Mary now lives in Chicago, right down the street from the best sushi place in the city. It's awesome.
6 comments
Kevin Cook
Kevin Cook

All leaders (current and future) have different motivations. Tapping into these and aligning the future leader's goals with the corporate strategy is a way to increase performance and engagement. Providing unique development opportunities based on personal preference will demonstrate to your high potentials that you care about and understand their personal needs.

Kevin Cook
Kevin Cook

All leaders (current and future) have different motivations. Tapping into these and aligning the future leader's goals with the corporate strategy is a way to increase performance and engagement. Providing unique development opportunities based on personal preference will demonstrate to your high potentials that you care about and understand their personal needs.

Kevin Cook
Kevin Cook

All leaders (current and future) have different motivations. Tapping into these and aligning the future leader's goals with the corporate strategy is a way to increase performance and engagement. Providing unique development opportunities based on personal preference will demonstrate to your high potentials that you care about and understand their personal needs.

julie moore rapacki
julie moore rapacki

This is even more true for highly sought after and hard to retain female leaders. Don't wait until they're recruited away to acknowledge their value to the organization. Contact info@polishyourstar.com about creating a Women's Leadership Coaching Circle for your female leader(s) and acknowledge her role as a mentor for high potential female employees at your organization and beyond.

julie moore rapacki
julie moore rapacki

This is even more true for highly sought after and hard to retain female leaders. Don't wait until they're recruited away to acknowledge their value to the organization. Contact info@polishyourstar.com about creating a Women's Leadership Coaching Circle for your female leader(s) and acknowledge her role as a mentor for high potential female employees at your organization and beyond.

Trackbacks

  1. [...] meant asking workers to take on heavier workloads with fewer resources and less pay.  In fact, as I’ve mentioned before, it’s not unusual to see employees leave their companies following a downturn – when market [...]

  2. [...] meant asking workers to take on heavier workloads with fewer resources and less pay.  In fact, as I’ve mentioned before, it’s not unusual to see employees leave their companies following a downturn – when market [...]

  3. … [Trackback]

    [...] Read More: thehiringsite.careerbuilder.com/2009/11/16/leadersship-development-invest-in-the-best/ [...]

  4. … [Trackback]

    [...] Read More here: thehiringsite.careerbuilder.com/2009/11/16/leadersship-development-invest-in-the-best/ [...]

Stay Connected

Subscribe