We see in today’s business world companies and organisations are continually being challenged to achieve more with less. Often the initial focus for efficiency is on cost cutting however how often is leadership identified as untapped potential? It is unreasonable for us to expect a business to grow when we don’t grow the people in the business. We don’t see this in other areas where excellence is achieved, such as with front line military units, or successful sporting teams. All rely heavily on training, coaching and leadership to develop and maintain high performance.

The basics of sound management and effective leadership such as correct goal setting, clear communication, honest developmental feedback, performance evaluation and coaching are often assumed though can actually take new managers a long time before they get them right. Training for their first leadership role is very cost efficient as it will enable to them to be more effective at the start of their management careers.

Leadership capability is often variable across medium and large organisations. Whilst individual flare of managers may not be a bad thing, inconsistency of approach from the leadership team certainly is. Leadership development across the management team sets the benchmark for all and still allows for individual progression.

An employee’s relationship with his or her direct manager is probably the most important factor in employee engagement. Respected well-trained managers help morale; the knock effect being that improved morale supports retention. Recruitment costs can be very expensive so with leadership development you are likely to keep your best leaders and the teams that work for them.

It is leadership that shapes business success, therefore leadership development should not be viewed as a cost but be seen as an investment.