In this challenging environment, sustained investment in leadership development is timely and promotes longterm success. Common barriers such as tight budgets and limited time to devote to the effort certainly need to be addressed, but the “return on effective leadership investment” can be high.

B.E. Smith’s client experience shows that organizations differ in their levels of commitment to leadership development. Leaders frequently characterize their programs as informal or sporadic. An ideal program maintains consistency over time, adapts to evolving strategic leadership requirements, and matches the needs, culture, and finances of the organization.

Developing a strong leadership team is a multifaceted endeavor. A comprehensive, strategic approach that incorporates retention, recruitment, and other variables is advisable. Six building blocks form the backbone of this approach: assessment, programs, succession planning, retention, recruitment, and interim leadership.