A tightening labor market and evolving workforce demographics are driving organizations to prioritize internal leadership development. McLean & Company’s HR Trends Report 2025 identifies leadership development as the top HR priority for the year, highlighting the need for customized programs tied to organizational goals.
Key Insights from McLean & Company
- One-size-fits-all leadership programs often fail to deliver measurable impact.
- Tailored programs aligned with business goals ensure relevance and support ROI measurement.
- Continuous adjustments to programs are essential to maintain alignment with organizational needs.
Four Steps to Build Effective Leadership Development Programs
- Create a Plan for Leadership Development
- Form a project team.
- Review leadership competencies for alignment.
- Identify organizational risks to development initiatives.
- Identify Program Needs
- Define learning objectives based on organizational goals.
- Analyze gaps in existing leadership development activities.
- Build the Program
- Design learning activities and map the program structure.
- Establish metrics to measure program effectiveness.
- Plan for long-term program sustainability.
- Implement and Evaluate
- Define participant eligibility and rollout strategies.
- Communicate key messages effectively, involving senior leaders as change champions.
- Evaluate program outcomes and identify improvement opportunities.
Expert Insights
Claire Sears, Manager of Learning Solutions at McLean & Company, emphasizes:
“Targeted leadership development programs aligned with business goals make learning contextual and impactful, ensuring programs deliver measurable ROI.”
The Role of Senior Leaders
- Senior leaders act as influential change champions, reinforcing the program’s importance.
- Collaborative communication between HR and leadership strengthens program adoption and success.
Why Continuous Improvement Matters
McLean & Company recommends ongoing iteration of leadership development programs to ensure alignment with changing organizational priorities and workforce dynamics.
Organizations must abandon generalized approaches to leadership development in favor of tailored programs rooted in strategic goals. By following McLean & Company’s four-step process, HR leaders can design impactful programs that drive business results and foster sustainable leadership growth.
