Training employees to take over leadership roles can help an organization succeed; however, according to a recent study published by the Harvard Business Review, top talent often isn’t interested in their company’s leadership development programs. The main reasons for this, according to the study, are that many perceive the training to be too difficult, or high-performers simply don’t have the time to commit to a training program. This is unfortunate, because promoting employees internally often yields better outcomes than hiring an outside leader. Insiders already understand the company culture and are low-risk because they’ve proven to do great work. So how can an organization get its top performers interested in leadership training? For one, they can clearly outline what they offer in their recruitment materials. Engaged job-seekers are already looking for something more fulfilling than a paycheck. By highlighting and defining company-offered opportunities for personal and professional growth, an organization can hire upwardly mobile candidates. Also, help employees budget their time to include leadership training. The people you want in leadership roles are likely the top performers, so their priorities might be elsewhere. Rather than relying on them to block off time for training, encourage the leadership team or HR to schedule time for potential leaders.
Facilitating the Transition From Top Performer to Leader