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Colleagues,

This summer we had a dynamic dialog about leadership. Marvelous!

Now I'd like to ask another question.

How do we justify investment in leadership development?
That is, how would a budding leader justify company $ spent to send that
person to leadership training?

What is the return on investment in leadership development? What do we
(companies, societies) get from having effective leaders?

For those of you who teach leadership, what return on investment do you
provide?
This answer has to go beyond educated, practiced individuals to what
those people can accomplish for their employers (societies) that they
couldn't do before.
In particular, I'm looking for answers that will convince corporate
management. That means that the answers have to go beyond processes and
tasks to results and the value of the results.

Thanks, in advance, for sharing your knowledge.

Gary

----------------------------
The only way to manage change...
is with change.

Gary Lundquist - The Accelerator
303-840-9929 www.market-engineering.com
garyl@market-engineering.com

Gary,

You ask an interesting question about how to convince corporate management
that leadership courses offer an acceptable return on investment. To answer
the question, however, and also possibly to complete our discussion on
leadership, we need to ask what management expects. While one argument about
positive ROI may be compelling to some, it may be meaningless to others
depending on their perception of their need and expectations from leadership
education / training.

The questions that come to mind are therefore what do we know about what
corporate management wants from leadership development? What key performance
metrics can we expect them to use to evaluate leadership courses? How well
do we understand what corporate management wants and whether or not we can
meet it?

Unless we can answer those questions I doubt very much we can ever put
together a good ROI argument.

Cheers,

Jean-Marc Guillemette

-----Original Message-----
From: Gary Lundquist [mailto:garyl@market-engineering.com]
Sent: Tuesday, September 17, 2002 2:13 PM
To: MG-ED-DV@MAELSTROM.STJOHNS.EDU
Subject: [MG-ED-DV] The value of leadership


Colleagues,

This summer we had a dynamic dialog about leadership. Marvelous!

Now I'd like to ask another question.

How do we justify investment in leadership development?
That is, how would a budding leader justify company $ spent to send that
person to leadership training?

What is the return on investment in leadership development? What do we
(companies, societies) get from having effective leaders?

For those of you who teach leadership, what return on investment do you
provide?
This answer has to go beyond educated, practiced individuals to what
those people can accomplish for their employers (societies) that they
couldn't do before.
In particular, I'm looking for answers that will convince corporate
management. That means that the answers have to go beyond processes and
tasks to results and the value of the results.

Thanks, in advance, for sharing your knowledge.

Gary

----------------------------
The only way to manage change...
is with change.

Gary Lundquist - The Accelerator
303-840-9929 www.market-engineering.com
garyl@market-engineering.com

Gary,

Instead of providing reasons to justify the training I would focus on the
consecuences and cost of NOT doing it. Of course one would first need to
establish that a dollar not earned because of lack of leadership equals to
a dollar lost for the organization. This seem counter to logic because the
pain associated with loss differs from the pain associated to failing to
gain...

Cordially,

Esteban





____________________________________________________________________________
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Dear colleagues, In response to Gary Lundquist's inquiry, many of you might
find Dave Day's review, "leadership development: a review in context"
published in the 2000 Leadership Quarterly Yearly Review of Leadership a
good starting point as it reviews much of what we know and what is
currently being done.

Regards, Kim Boal


At 12:13 PM 9/17/2002 -0600, you wrote:
>Colleagues,
>
>This summer we had a dynamic dialog about leadership. Marvelous!
>
>Now I'd like to ask another question.
>
>How do we justify investment in leadership development?
> That is, how would a budding leader justify company $ spent to send that
>person to leadership training?
>
>What is the return on investment in leadership development? What do we
>(companies, societies) get from having effective leaders?
>
>For those of you who teach leadership, what return on investment do you
>provide?
> This answer has to go beyond educated, practiced individuals to what
>those people can accomplish for their employers (societies) that they
>couldn't do before.
> In particular, I'm looking for answers that will convince corporate
>management. That means that the answers have to go beyond processes and
>tasks to results and the value of the results.
>
>Thanks, in advance, for sharing your knowledge.
>
>Gary
>
>----------------------------
>The only way to manage change...
>is with change.
>
>Gary Lundquist - The Accelerator
>303-840-9929 www.market-engineering.com
>garyl@market-engineering.com
>
--------------------------------
Kim Boal
College of Business Administration
Texas Tech University
Lubbock, TX 79409
(806) 742-2150
KimBoal@ttu.edu