It could sound like the chicken and the egg thing. Do I invest in leadership development training or do I wait to see if a person has leadership potential first? While it may sound like a legitimate question, it really isn’t. You should hire people that have leadership potential in the first place and then invest in developing their leadership potential.

An investment in leadership development training should yield a return. One reason that some companies feel they may not get the return on investment is they do not clearly know what they need to get out of the training. If you select leadership training that focuses on teaching new skills and has a program to develop those skills, that is the best type of leadership training course. Oftentimes, leadership training just focuses on the teaching of the new skills and doesn’t have a follow-up process. The follow-up process is just if not more important that the teaching.

Let’s face it. If you send someone to a leadership development training program and they learn new skills but never utilize the new skills on the job, you have wasted your money. The whole idea of training is to have the person use the new skills they were trained on. Therefore, a follow-up to the training is vital.

The follow-up to the training can be “in house.” You could have an internal mentoring or coaching program that would help newly trained leaders develop their skills. Invest in leadership development training and get the return on your investment by following the guidelines here.

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