Why Leadership-development programs fail

Failing to measure results

Organizations often do not have evidence to quantify the value of their investment. When businesses fail to track and measure changes in leadership performance over time, they increase the odds that improvement initiatives won’t be taken seriously.

One approach at Strong Message Business consultancy is to assess the extent of behavioral change, through a 360 degree–feedback exercise at the beginning of a program and followed by another one after 6 to 12 months. Leaders can also use these tools to demonstrate their own commitment to real change for themselves and the organization.

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	Breadth of Vision		Customer Championing
	Mission		Customer Care
	Overall Direction and Strategic Focus		Customer Needs
	Strategy		Customer Service Excellence
	Values		Catalyst for Change
	Vision		Change effectiveness
	Business Acumen		Job security
	Alignment and integration (Processes, Structures and Practices)		Organisational Health
	Benchmarking		Safety
	Business Unit Efficiency		Transformation and Change Management
	Culture Audit		Making Difficult Decisions
	Improving Performance		Ethics and Fairness
	Managerial Practices		Problem solving
	Operational Planning		Drive for Results
	Power of Analysis		Assessing Leadership Skill
	Competitor Analysis		Effective Performance Management systems
	Core Competencies		Sales Forces Analysis
	Organisational Effectiveness		Service Management
	Creative Innovation		Influence
	Industrial Relations Climate		Making Conflict Work
	Productivity and Excellence		Co-operation
	Viruses in the workplace		Emotionally Intelligence
	Open Communication		Empowerment and Participation
	Appreciation and Recognition		Leadership Effectiveness
	Attitude about your Job		Personal Motivators
	Clear Communication		Working conditions and relations
	Employee Relations		Building Team Success
	Transparency		Commitment, Loyalty and Morale
	Work attitudes and climate		Job satisfaction and Engagement
	Coaching and Developing others		People Management Competencies and Effectiveness
	Career Planning and Development		Quality of Managerial Style
	Coaching and Mentorship		Supervisory Practices and Effectiveness
	Learning Organization		Team effectiveness, realignment, development needs, roles, support
	Lifestyle and Derailment
	Role clarity and Job Profile
	Self-management Practices
	Stress management and Sources of Stress
	Trust