Leadership Development Services
Accelerating business results
Great leaders are born and made, and people at all levels of the organization, not just the C-suite, have the ability to become effective leaders with the proper guidance and investment. Deloitte brings the power of science and a business-oriented approach to help organizations leverage their leadership investments. This includes advising organizations on how they can rewire their leadership development efforts to align with and support critical business priorities and change efforts.
- Leadership development is a business capability
- A pressing, largely unmet need
- Deloitte's approach
- Key insights
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Leadership development is a business capability
The most effective organizations understand that leadership is like any other business-critical competency…like marketing, supply chain, or R&D.
They build leadership identification (determining who has potential) and leadership development (building a pipeline) into every aspect of the organization’s infrastructure, rewiring the entire leadership approach.
They use science and data to identify where and how they will invest, and their efforts are rooted in a clear and concise leadership framework.
At Deloitte we help companies build their leadership capability by answering these essential questions:
Why now? A pressing, largely unmet need
Leadership development is one of the most critical business issues facing organizations today. Over the past three years, C-suite executives have regularly rated it as one of their most pressing concerns in our Global Human Capital Trends research. But that doesn’t mean executives feel ready to handle it. In our 2016 Human Capital Trends survey, more than half of the executives who responded (54 percent) reported that their companies are not ready to meet their leadership needs. In fact only 6 percent said they feel “very ready” to meet their leadership needs.
Clearly traditional methods for leadership development are not working. At Deloitte, we work with our clients to shift their efforts to the actions that can generate a virtually unparalleled return on investment.
Deloitte’s three-pronged leadership development approach
Wired for success
Deloitte brings the power of evidence-based research and a business-oriented approach to help organizations develop strategies to realize meaningful returns on their leadership investments. We help our clients radically expand and have visibility into their high-potential leaders.
The science of potential
Many talent decisions are filled with bias and often reward what worked in the past rather than what the company needs for the future. We help companies base their talent decisions on objective data and science in order to potentially reduce the risk in their decision making and confidently select the leaders that will help them adapt and grow.
Our proprietary science can predict which employees, no matter their background or current role, can become leaders faster than their peers. This helps take the guesswork and bias out of talent decisions.
Today’s business environment requires leaders that can anticipate business patterns, find opportunities in pressure situations, serve the people they lead, and embrace the “grayness” inherent in many situations.
The best leaders typically excel not because of how much information they know, but because of their ability to recognize what is important vs. what isn’t. The mental frameworks they use to do this can be taught, thereby accelerating a leader’s ability to achieve expected results no matter the specific situation. Deloitte teaches leaders how to learn, not what to learn, so they can remain relevant even as their environment is constantly changing. Our leadership development methods are based on how leaders learn in real life—through conversation and direct experience with the market, not abstract theory or behavioral recipes.
Explore key insights
Five ways to nurture developing leaders in an ecosystem for growth
Developing future leaders isn’t just about putting them through programs. New research points to the critical importance of supporting them with the right organizational context—a workplace environment that encourages knowledge-sharing, risk-taking, and growth.