Build an Effective Leadership Development Program: 6 Steps

Leadership Development Matters
Leadership development continues to be a top priority for organizations worldwide. A survey of over 500 executives by McKinsey and the Corporate Executive Board found it consistently ranks among the top three human capital concerns — with nearly half of respondents identifying the development of effective leaders as their number-one focus. The ability to build an effective leadership development program is essential for organizational success.

The stakes are clear. U.S. companies collectively invest around $14 billion annually in leadership development, reflecting the widespread recognition that strong leaders drive performance, engagement, and growth. Yet despite these investments, results often fall short of expectations.

Our leadership simulation assessments, combined with recent research, reveal a striking gap: approximately 60% of new managers underperform within their first two years — and nearly 70% of senior executives report being only “somewhat” or “not at all satisfied” with the effectiveness of their frontline leaders.

So where does the disconnect lie? Investment alone is not enough. Too often, programs emphasize generic skills over role-specific capabilities, fail to reinforce learning in real-world contexts, or overlook the behavioral and cultural dimensions that determine whether leaders can translate knowledge into results. Closing this gap requires a deliberate, evidence-based approach that combines:

• Learning in the flow of work.
• Cohort learning.
• Ongoing feedback.
• Measurable accountability.

Back to the Leadership Development Drawing Board
Clearly something is not working. There seems to be a major disconnect between the intent to design leadership development that works and the actual results on the ground.  It is time to take a close look at the best practices of leadership development programs that succeed.

6 Steps to Build an Effective Leadership Development Program

From our over three decades of award-winning leadership development experience in the field of designing and implementing high-impact leadership development programs, here are the six steps we recommend:

1. Align Program Goals with the Strategic Priorities
   Effective leadership programs don’t just teach skills — they drive the business forward. Every program should be laser-focused on advancing the organization’s most critical strategic priorities while simultaneously strengthening the leadership succession pipeline. High-performing programs take a leadership action-learning approach that not only evaluates current leadership capabilities and closes essential skills gaps, but also delivers tangible results on real strategic initiatives.
   
   You know you are on the right track when the program’s “greater reason why” resonates across the entire executive team — inspiring commitment, alignment, and accountability at the highest levels.
2. Define the Value and Approach with Those Who Matter Most
   Before launching any leadership program, secure a strong executive sponsor and align on the high-level framework — including the business case, program design, communication strategy, rollout, and training measurement plan.
   
   Next, engage key stakeholders to build collective agreement on the business case, success metrics, target audience, and overarching program design. Clearly and succinctly communicate how the program delivers value — not just to participants, but to their managers and the organization as a whole. Alignment across all three levels ensures commitment, credibility, and impact.
3. Prepare Learners’ Bosses
   For leadership development to stick, the learners’ managers — whether the Board, Executive Team, or Senior VPs — must fully understand the rationale, commit to its success, and be prepared to model, reinforce, coach, reward, and measure the desired skills. Long-term behavior change depends on leaders actively shaping the environment that supports it.
   
   Executives must be willing, ready, and able to remove barriers — whether strategic, cultural, or structural. This can range from a simple kickoff meeting with participants and their managers to a more comprehensive approach in which leaders themselves participate in the program, learning how to coach and reinforce the targeted outcomes. The key is consistent, visible leadership engagement at every level.
4. Plan the Roll-Out
   Design a training rollout plan that accounts for all stakeholders who have a vested interest in — or influence over — the leadership program’s success. Carefully consider where to launch the program in terms of scope, location, and function, ensuring alignment with how work actually gets done.
   
   Launching a pilot is often a smart first step. It generates momentum, builds trust, uncovers potential challenges, and provides the insights needed to refine and scale the program effectively.
5. Craft the Communication Plan
   Develop a comprehensive communication plan that spans from the initial announcement to program wrap-up. Every element — style, frequency, tone, and clarity — matters. Communications should clearly set and manage expectations, generate excitement, and articulate the program’s value both to participants and to the business. Done well, the plan ensures engagement, alignment, and sustained momentum throughout the program.
6. Measure Effectiveness and Reinforce Learning
   How will you know the program is truly succeeding — and be able to demonstrate its value and impact? The answer lies in rigorous measurement of training impact: track adoption, monitor progress toward targeted business results, and hold leaders accountable for execution. Use feedback that is clear, relevant, and actionable to guide coaching and continuous improvement, ensuring that learning translates into meaningful, measurable outcomes.
   
   Then provide targeted, frequent, consistent, and timely reinforcement tools, coaching, and practice to help build the desired new leadership habits.

The Bottom Line
To position your leadership development program for lasting impact, follow these six steps to create a program that truly delivers — one that develops capable leaders and drives strategic priorities.

To learn more about to build an effective leadership development program, download The Top Skills for High Performing Leaders

by Tristam Brown: CEO

Tristam Brown is an executive business consultant and organizational development expert with more than three decades of experience helping organizations accelerate performance, build high-impact teams, and turn strategy into execution. As CEO of LSA Global, he works with leaders to get and stay aligned™ through research-backed strategy, culture, and talent solutions that produce measurable, business-critical results. See full bio.