Moving learning from the classroom to an executive’s workplace

By Rosanne Baumhard
|Canadian HR Reporter|Last Updated: 04/01/2003

Designing an effective leadership development program is both a daunting task as well as an expensive undertaking.

How do you ensure your organization will receive a return-on-investment? If you are like most HR professionals, you will review the benchmarking research, but it is one thing to read the research, quite another thing to pull it all together and make it work in your organization.

Research has shown a number of different development methods work effectively — from action learning assignments, to 360-degree feedback, to coaching, to development centres. But the reality is that you could design a leadership program with all the “bells and whistles” and still find leaders are not receiving the development they need to move into senior positions.