By Sally Tanski (pictured), Managing Consultant, Talogy
Organisations that invest in leadership development report a 25% improvement in business outcomes, according to recent research. This highlights the importance of developing leaders not only for their current roles but also for future progression.
As leaders move through different organisational levels, they face new contexts and challenges that require shifts in behaviour, skills, and mindset. McKinsey notes that organisations that treat leadership development as a core capability strengthen resilience and improve their ability to withstand disruption.
Leadership transitions bring new expectations
Supporting leaders through these transitions is increasingly critical, particularly in tight labour markets where effective leadership plays a central role in organisational performance.
Talogy research shows that many leaders experience significant change as they move into new roles. In fact, 80% of leaders surveyed said they needed to change their behaviour when they stepped into their current leadership level. Yet only 36% reported receiving formal leadership development to support them during that transition.
Perhaps as a result, only 38% of leaders say they feel extremely or very prepared to move to the next level of leadership.
The leadership development gap
These findings highlight an important gap. Leaders face different expectations and pressures as they progress through organisational levels, and effective development must reflect the capabilities required at each leadership level.
First-line leaders may need support in shifting from individual contributor to team leadership, as well as developing the skills required to lead people successfully. More senior leaders, meanwhile, must manage broader strategic responsibilities, increasing organisational complexity, and a wider range of relationships. Without targeted support, leaders may not make the transition easily.
Rethinking leadership development
Research into leadership progression highlights the qualities that matter most in today’s complex leadership environments. These reflect the growing need for leaders who are self-aware, adaptable, and able to balance organisational performance with the wellbeing and development of their teams.
Organisations that take a more structured approach to leadership progression can better prepare leaders for the realities of each stage of their leadership journey.
To explore the research in more detail, download the executive summary of The Leadership Journey: Insights into Effective Leadership Progression.
