CommsMasters Blog

How to Get Seriously Significant ROI from Leadership Development

My last blog post was a bit of a black cloud, as I explored just how poor the ROI in leadership development typically is.

But I did promise a ray of sunshine to follow. And that's exactly what this post is all about.

I'm going to share with you one of the key ways we help our clients get seriously significant ROI on their investment in developing their leaders' communication skills.

I want you to benefit from our experience over the last 25 years.

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Don't Settle for Results Like These...

Here's a depressing statistic. Less than 10% of leadership development brings sustained change or has meaningful business impact.

Now, that depresses me. I've invested a lot of my working life in this field.

Because of this, I'd like to believe these kind of statistics aren't true, but the sources are ones I trust – Harvard Business Review, the Institute of NeuroLeadership and McKinsey.

I'm especially concerned because a huge amount of the billions invested in developing leaders every year includes at least some element around communication skills.

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How to Get People to Take Accountability

"Can you help? We have 40 senior managers. We've asked them to progress a number of key changes. That was six months ago and they haven't delivered on any of them."

This was the problem posed by the Managing Director in one of our client organisations – a large, international engineering business.

So, happy to have a meaty challenge, I set off to investigate. 

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Why Aren't Your People Taking Accountability?

There’s an epidemic sweeping our organisations. And leaders don’t know how to stop it.

It's the epidemic of 'lack of accountability.'

How do I know there's an epidemic?

Because, right now, the Number One question I'm asked by leaders across a whole range of organisations is: "How can I get my people to take accountability?"

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