Leadership development is once again at the forefront as a critical business issue. The aging of the U.S. population and the knowledge voids left by early retirements are just some of the workforce factors that cause organizations to proactively anticipate leadership needs and talent gaps. Other changes brought on by deregulation, competition, and globalization also have led to a shortage of leaders who can help organizations navigate and plan. Finally, organizations have a renewed focus on retaining leaders and reducing turnover of top talent.

For Nextel's Leadership Institute, the business case for linking leadership development to improved organizational performance was easy. The critical question was how to best develop leaders and ensure that the organization received a reasonable return on its investment.

Methods with Impact

To build the company's leadership bench strength, Nextel's Leadership Institute implemented a systems approach using a combination of proven methods, including assessment, challenging experiences, and formal developmental relationships. An essential element in all of these methods is one of reflectivepractice. Each of these methods has an impact when used separately, but when combined, the leadership development potential is significant.

Assessment

One assessment tool is 360-degree multi-rater feedback, in which evaluators collect data about performance from managers, subordinates, peers, colleagues, customers, or suppliers. They consolidate this data into one report. The multiple perspectives in the report provide a powerful driving force for change and development. However, they can prove costly and the feedback may not be useful if it only rates generic competencies.

Challenging Experiences

Job assignments are one type of challenging experience that can enhance leadership. Some include:

  • job transitions
  • new or task force assignments
  • managing without authority.

Job assignments allow leaders to learn by doing. The leadership-development challenge for any organization is to create formal processes through which the right leader receives the right assignment at the right time.

Formal Relationships

Many organizations establish mentoring programs. Most leaders can give examples of relationships that have influenced their career. Often, as Leadership Scorecard a leader progresses, familiar support systems are no longer available. A mentor can bridge that gap.

Reflective Practice

A common thread connecting each of these development methods is that of reflective practice. This enables a leader to reflect critically about an experience, to examine underlying beliefs and assumptions, and to consider problem-solving strategies.To provide Leaders with a well-rounded development opportunity, Nextel's Leadership Development Program combines development methods of 360-degree feedback, individual development plans, job assignments, formal mentoring, and regular reflective practice.

How to Measure the Impact?

Nextel created an evaluation plan to help measure program impact. They based the plan - which outlined evaluation methods, data sources, and timetables - on Jack Phillip's ROI Process. They then used the data to populate a Leadership Scorecard. In measuring the impact of its leadership development initiative, it emphasized the importance of an effective needs assessment. This ensured a link between the initiative an key business measures from the start.

Nextel's Leadership Institute has found that you must implement effective leadership-development methods with proven measurement and evaluation processes. This provides the opportunity to impact the performance of leaders and to demonstrate the benefits of leadership Development to the organization through use of a Leadership Scorecard.