When people ask me, “How can you measure the ROI of leadership development?” I say, it’s not always straightforward. However, I often share this: talk to managers and HR teams after a program concludes. Their feedback can clearly demonstrate why leadership development is worth the investment. In a short time, a well-crafted program can influence multiple layers of your company.
When HR professionals reach out to discuss facilitating their leadership programs, I always start by asking key questions that focus on the program’s why. If the only goal is to check off a box on the New Year's plan, that’s not enough.

The truth is, designing a leadership development program isn’t just about delivering training- it’s about creating a strategy that drives real change. If you’re considering launching or enhancing your program, here are three must-haves to make it impactful:
1. Align with Business Goals
A leadership program isn’t just another HR initiative- it should function as a core business strategy. If it doesn’t align with organizational goals, it risks becoming a checkbox exercise rather than a meaningful driver of success.
In case you have this situation... Your company is facing a major shift in sales and revenue expectations for the next year, requiring leaders to step up, drive performance, and navigate uncertainty. Instead of running a generic leadership program, consider designing one that strengthens strategic thinking, resilience, and decision-making under pressure. Companies that align leadership development with evolving business goals often see improved agility, stronger team performance, and a more prepared leadership bench to tackle growth challenges.
Before designing your program, ask: What business problem are we solving?
2. Design for Impact
Leadership can’t be learned in a classroom alone. Programs that combine hands-on learning, mentoring, and real-world challenges are more likely to create lasting behavior change. And try to have short sessions…
In case you have this situation... You’ve run leadership training sessions before, but managers quickly forget what they learned and don’t apply it. Instead of a set of days workshop, try to have short sessions spread over time, incorporating peer learning groups and on-the-job leadership challenges. This structure reinforces learning through practice, leading to higher engagement and skill adoption.
Move beyond theory. Build experiences that reinforce learning through practical application.
3. Involve Senior Leaders
Without senior leaders’ active engagement, your program risks feeling disconnected from broader company strategies. Incorporate management, one level up, will be your magic trick. When executives participate, they set the tone, reinforce expectations, and create a shared language of leadership.
In case you have this situation... Your leadership program isn’t gaining traction, and managers seem disengaged. One powerful shift is to involve senior leaders—have them attend sessions, share personal leadership insights, or mentor participants. When executives are visibly engaged, participation increases, and managers feel more invested in applying what they learn.
Engage senior leaders early- whether as mentors, storytellers, or participants.
To Conclude:
Leadership development is an investment. When done well, it strengthens company culture and drives business success. Before launching your next program, ensure it includes these three must-haves.
What has been your biggest challenge in leadership development?
Let’s discuss!
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