Brandon Hall Group Releases Business Impact Model for Integrated Leadership Development

DELRAY BEACH, Fla. - March 26, 2014 - PRLog -- Brandon Hall Group today released a four-tier model that enables organizations to assess the impact of their current leadership development on the business and chart a course for business impact development that matches their unique needs.

Developed by Laci Loew, Vice President for Talent Management Practice and Principal Analyst, this model addresses the most valuable -- and least understood -- purpose of leadership development: how it can positively impact the business.

High-Performance Leadership Development: Measuring Business Impact (https://membership.brandonhall.com/posts/782089-executive-summary-leadership-development-business-impact), defines business impact and describes four levels of leadership development maturity. It offers recommendations on how to build effective leadership development solutions to increase their impact on the business. And finally, it includes a diagnostic tool that enables organizations to self-assess their current level of LD maturity.

The discussions and recommendations in this report target HR and talent leaders as well as executives and other business leaders in high-performing organizations (HPOs) and those aspiring to higher levels of organizational performance.

Loew said, “While the models, concepts and ideas presented herein may not provide all the answers to business success in every organization, they do describe leading conventions practiced at high-performing global companies and, through our rigorous, analytics-based research methodology, have been validated to have a measurable impact on the business.”

Said Mike Cooke, CEO of Brandon Hall Group: “To implement and continuously improve high- performance leadership development is not an easy task and does not take place overnight. However, institutionalizing many, if not all, of the leading practices Laci describes can begin almost immediately and the beginning of improved results recorded shortly thereafter while building toward long-term, high-performance LD impact.”

This is the latest in a series of leadership development products released by Brandon Hall Group to help organizations improve the effectiveness their leadership development programs. The research/analyst firm’s 2013 research showed that only 25% of organizations surveyed believed their LD programs were highly effective.

Other reports in the series include:

·High-Performance Leadership Development: Framing a Systematic Approach (https://membership.brandonhall.com/posts/695901-executive...), which introduces a framework inclusive of steps that high-performing organizations take to effectively implement an integrated approach to Leadership Development.

·Leadership: The State of Development Programs 2013 (https://membership.brandonhall.com/posts/680401-executive...), which details survey results that show that Leadership Development programs are largely failing to develop the leaders needed to drive strong business results in organizations.

·Leadership Development KnowledgeBook 2013 (https://membership.brandonhall.com/posts/730863-executive...), which reports full details of Brandon Hall Group’s 2013 Leadership Development Benchmarking Survey.

For additional information about the research please contact CEO Mike Cooke:

(561) 865-5017 or mike.cooke@brandonhall.com.

About Brandon Hall Group: (http://www.brandonhall.com/)

With more than 10,000 clients globally and 20 years of delivering world-class research and advisory services, Brandon Hall Group is the most well-known and established research organization in the performance improvement industry. We are focused on developing research that drives performance in emerging and large organizations, and provides strategic insights for executives and practitioners responsible for growth and business results.

At the core of our offerings is a Membership Program that combines research, benchmarking and unlimited access to data and analysts. The Membership Program offers insights and best practices to enable executives and practitioners to make the right decisions about people, processes, and systems, coalesced with analyst advisory services which aim to put the research into action in a way that is practical and efficient. Our core practice areas are Learning and Development, Talent Management, Leadership Development, Talent Acquisition, and Human Resources.