We are currently conducting our newest high-impact leadership research and would like to invite you to participate in our survey!
If you are in a leadership position in your organization, we want to hear from you! This includes:
• C-suite, business unit, or functional leaders
• HR, Talent Management, and/or Learning & Development leaders
When you are ready to participate in this survey, which typically takes between 10-20 minutes to complete, please click the link below to take the survey, or copy and paste the URL below into your internet browser:
What is this study about?
With this research we want to find answers to two questions:
1. What are current leadership development trends?
2. “What else” are highly successful organizations doing to grow their leaders?
Especially by looking beyond organized leadership development programs in organizations we hope to find out what other factors in the organizational environment help high-impact organizations to grow and develop their leaders. After speaking to dozens of HR and Learning professionals, business leaders, academics and consultants, we identified a series of possible factors that we would like to test in the current survey.
Why this approach, and Why now?
Despite 70+ years of management research, a multi-billion leadership development industry, and continued efforts by leadership development practitioners in organizations, the task of successfully growing leaders at all levels remains challenging. Existing approaches to leadership development may not be equipped to address this issue, for the following reasons:
a) Unresponsive focus on programs: Many leadership development programs focus primarily on the programmatic element, which can make it hard to keep up with the changes affecting organizational leaders in their daily work.
b) Lack of systemic view: Good leadership in organizations may evolve from factors that run parallel to leadership development programs. These factors and dimensions may lie within other unrecognized elements in the organizational reality, involving a systemic oversight of these dimensions in order to enable leader development.
This research has been designed to take a different, more adaptive and holistic perspective on leader development, a view that may be needed to support existing leaders and build a solid pipeline of future leaders.
If you have any questions, please email me: mailto:firstname.lastname@example.org.
Thank you for your interest and participation!
As used in this document, "Deloitte" means Deloitte Consulting LLP, a subsidiary of Deloitte LLP. Please see www.deloitte.com/us/about for a detailed description of the legal structure of Deloitte LLP and its subsidiaries. Certain services may not be available to attest clients under the rules and regulations of public accounting.
This publication contains general information only and Deloitte is not, by means of this publication, rendering accounting, business, financial, investment, legal, tax, or other professional advice or services. This publication is not a substitute for such professional advice or services, nor should it be used as a basis for any decision or action that may affect your business. Before making any decision or taking any action that may affect your business, you should consult a qualified professional advisor. Deloitte shall not be responsible for any loss sustained by any person who relies on this publication.
Copyright © 2015 Deloitte Development LLC. All rights reserved.