Authors: Tom Werner and Sharon Vipond

Published May 2005 • Download file size: 6 MB • 133 pages • $495

Good leaders seem to have one particular skill that stands out from all of their other talents – they’re good learners. They know that, to keep moving onward and upward as a manager or executive, they need to keep challenging themselves to be better at everything they do.

If your organization is committed to developing superior managers and executives, it is critical to develop a solid leadership and management development training program. While very small organizations often don’t have the time, the resources, or the need for a codified leadership development plan, as an organization grows, the importance of grooming new leaders grows right along with it. So, too, does the importance of creating a real leadership development strategy.

Unfortunately, training is sometimes seen only as a way of pulling people up from below, with the assumption that, once people reach a certain level of self-sufficiency, they’ll take over the learning process themselves. But, it’s a mistake to think that training ends when someone crosses over into the realm of management. On the contrary, new managers want and need more training to help them achieve even more. That’s where leadership and management development comes in.

To help organizations learn from real-world examples, we’ve created a new series of reports focused solely on best practice information. This new series is being kicked off with research on the topic of leadership and management development. “Leadership Development: A Brandon Hall Research Study of How Ten Leading Organizations Train Managers and Executives” examines and benchmarks the practices of high-profile organizations with superior leadership development practices. These companies are industry leaders, with well-known brands and long-standing corporate cultures. They’ve poured countless dollars into creating strategies and programs to groom managers and executives. Find out what they’ve learned as their programs have evolved.

The report shows how each company created its leadership development process: how companies go about selecting their program’s participants, how they design and deliver their leadership training, and – perhaps most importantly – how they evaluate the results. The research also provides handy charts that illustrate survey results to help you see which practices are used most often, what topics are usually covered, and much more. In addition, the report also includes information about the companies that provide related services to these high-profile organizations so that you can delve further into the topic if you find an approach or provider you particularly like.

Take a moment to download a complimentary executive summary of this report and find out more about leadership development and how you can adopt winning strategies for creating top-notch managers and executives.

This report describes the best practices used by Aetna, American Express Business Travel, American Express Service Delivery Network, Bechtel, Boeing, California Public Employees Retirement System, Federated Department Stores, IBM, Johnson & Johnson, Ketchum, and Kodak in providing leadership and management development training to executives and upper managers.

• Profiles of well-known organizations with superior leadership and management development practices
• Charts, illustrations, and screen shots that detail leadership and management development best practices
• Survey results that point out the strategies, topics, and practices most often adopted
• Information about the vendors that provide leadership and management development consultation services and related products to the organizations profiled