I recently gave a talk at a gathering of managers and executives from different organizations, entitled: "Creating a Leadership Development Culture In Your Organization."  The gist of the talk was that leadership development does not have to cost a lot of money and in fact can be jump-started with some basic activities. Also, I came down hard on the age-old excuse of "I don’t have time" that so many leaders use to explain their lack of attention to leadership and talent development.

Just today, I received a note back from one of the participants that renewed my faith in the fact that when presented with practical approaches, many leaders want to do the right things to support the development of their people.

"Your recent presentation on the importance creating a culture for leadership development had quite an impact on us here! We have already instituted a plan for “90 day chats” with our new staff members. In my department, I have scheduled time (quarterly) with each of my staff for the purpose of leadership development." 

The enthusiastic attendee also asked me to forward an Individual Development Plan form that I had referenced during the presentation and that my co-author and I created as one of the tools for our book. 

This manager is to be soundly applauded for taking the first steps down the leadership development path.  While I would like to think that it was my sparkling performance and compelling arguments that drove this conscientious manager to action, I suspect it was more a combination of increased awareness and some fresh, easy to implement, no-cost ideas on how to start this journey.  This executive got the message loud and clear!

I know that some of the issues on the minds of the executives attending this workshop included: reducing turnover rates that are way too high, getting talented new people on board and providing a stimulating environment for good people to develop and expand their skills.  With one simple decision, this organization will now take valuable time to talk with and listen to new associates after just 90 days on the job.  Hmmm.  What a great opportunity for early identification of talent and to begin creating Individual Development Plans that hopefully will improve retention.  Also, what a great time to gain some objective feedback and impressions about the organization from people unbiased by time of service.  Total cost-$0.

Imagine the impact on this organization’s environment now that the top executive has announced publicly that development of people is on the agenda.  And while pronouncements are good, direct actions are better, and now people that have likely never had a discussion about what they want to do in the organization and in their careers, have time on the calendar to talk about these very personal and very important topics. Total cost=$0.

The bottom-line:

Regardless of whether you are at the top of the food-chain or somewhere in the middle, you have the ability to make a radical difference in the identification, development and retention of talent simply by deciding that it is important and taking the first steps.  You don’t need a budget and you don’t need expensive consultants (although you might benefit from my book!).  You just need the knowledge that starting the development conversation is the right thing to do.  Now open your calendar and start scheduling.  The payoff: Priceless.