Only 12% of companies worldwide achieve maturity in leadership development, despite decades of research outlining what it takes. Best practices are well-documented, yet most organizations fail to implement them effectively. This critical disconnect between knowing and doing leaves a significant talent gap, hindering strategic execution and competitive relevance, a challenge confirmed by The Josh Bersin Company's analysis of over 1,000 organizations and two decades of prior work.
1. Invest in Leadership Development
Best for: Organizations aiming for strategic agility.
Best leaders are developed, not born. Yet, widespread underinvestment in structured programs and continuous learning leaves most organizations with a critical talent gap. Strategic agility demands this commitment.
Strengths: Directly addresses the talent gap | Limitations: Requires significant long-term commitment | Price: Varies by program scope.
2. Cultivate a Culture Reflected in Leader Behaviors
Best for: Companies seeking to embed organizational values.
Effective leadership demands a culture where leader behaviors consistently reflect core organizational values, as Josh Bersin's research shows. This moves cultural principles beyond rhetoric, embedding them as operational norms and shaping the entire organization's ethos.
Strengths: Builds internal consistency | Limitations: Requires consistent executive modeling | Price: Primarily internal resource allocation.
3. Align Business Strategy with Leadership Models
Best for: Enterprises prioritizing strategic execution.
Aligning business strategy with leadership models is essential. Without this connection, development efforts become disconnected, hindering strategic success. True leadership development must directly fuel organizational goals, not merely exist alongside them.
