One of my favorite quotes is from a client of ours. When asked about the value of the coaching we were doing for his direct report he relied, “I cant put a value on it but I do know they don’t bring me problems anymore.”

Check this out if you want something more concrete.

Deloitte recently unveiled the findings of a year-long study of roughly 1,800 global executives on how to manage talent amid a troubled economy. The project suggests that firms that were more optimistic about the future and posted stronger performance did not postpone their hiring or retention efforts. “They are more committed to retaining their key employees and are building a stronger internal pipeline — which is probably one of the main measures by which you might [gauge] the effectiveness of leadership programs,” said Jeff Schwartz, global leader for Deloitte Consulting’s organization and change service line. The data also reveals that the 10 percent of companies that considered themselves leadership-oriented were less focused on layoffs. In contrast, 77 percent of large, global companies lacked a strong succession plan for top leadership. Six of 10 firms lacked coaching or mentoring initiatives. Of the 10 percent of companies that described their leadership-development as “world-class across the board,” nearly 60 percent also reported increased employee morale, and 53 percent reported greater trust and confidence in corporate training.

What is the take away? Firms that continue to invest in training an development tend to be more successful than the ones that don’t.

Where do you stand on this important activity?

This entry was posted on Wednesday, August 25th, 2010 at 1:39 am and is filed under Uncategorized. You can follow any responses to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.