Questions We Ask When Creating a Leadership Development Strategy
Designing a successful leadership development strategy isn’t just about identifying a list of skills or running through a standard training program. At Talent Praxis, we believe that effective leadership development requires intentional planning, adaptability, and an understanding of how internal and external factors influence leadership outcomes. To get there, we start with the right questions. Here are the questions we ask when creating a leadership development strategy.
What Are the Organization’s Long-Term Goals and External Influences?
A company’s leadership needs are not static. They evolve alongside changes in market conditions, customer expectations, competitor strategies, and technological innovations. That’s why we begin by asking:
What are the organization’s long-term objectives?
How do external forces, like industry disruptions or economic shifts, affect those goals?
Understanding these dynamics allows us to craft leadership programs that help leaders meet current objectives and also stay ahead of future challenges. For example, if an organization is entering a new market, leadership development may focus on adaptability, strategic thinking, and innovation to drive success in uncharted territory.
What Internal Challenges and Opportunities Exist?
Every organization has unique internal dynamics that influence leadership development. From company culture to team structures, we assess how these factors shape what leaders need to thrive. This includes:
Current team and department-specific goals: Are individual teams aligned with the company’s broader objectives?
Internal leadership gaps: What feedback has surfaced in performance reviews, 360 evaluations, or employee engagement surveys?
We categorize internal challenges using a macro-to-micro approach. At the top, we assess company-wide goals. As we move down, we analyze departmental strategies and individual roles. By understanding this hierarchy, we can design a program that addresses key gaps while leveraging existing strengths.
How Do Leaders Currently Practice Leadership?
Leadership is a practice that evolves alongside the organization and its people. We ask leaders to reflect on how they currently operate and what changes they’d like to make. This helps us create development plans tailored to their specific goals.
We explore questions like:
What vision do leaders have for themselves and their teams?
What are their current leadership practices, and how do those align with organizational values?
What behaviors or habits are holding them back from achieving their vision?
This reflective approach helps leaders develop an intentional plan for growth, grounded in both their personal aspirations and organizational needs.
How Can We Balance Proactive and Reactive Development Needs?
Organizations often come to us with immediate needs, such as addressing performance issues or responding to changes in company strategy. While we address these reactive needs, we also focus on building a proactive, long-term strategy.
Reactive development: This often involves meeting urgent leadership requirements, such as training in emotional intelligence or implementing targeted coaching programs in response to feedback.
Proactive development: We design leadership pathways that consider future growth, evolving team dynamics, and shifting organizational goals. By blending both approaches, companies can tackle today’s challenges while preparing for tomorrow’s opportunities.
What Role Should Assessments Play in Leadership Development?
Assessments can be valuable tools, but only when used as part of a broader strategy. On their own, they provide limited value. We ensure that assessments lead to meaningful outcomes by focusing on four key elements:
Engagement: Are leaders emotionally connected to the process and invested in their growth?
Learning outcomes: Can participants clearly articulate what they learned from the assessment?
Behavioral change: What specific changes will leaders make based on the feedback?
Results: Are the changes observable and impactful within the organization?
By following this structure, we move beyond assessment results and help leaders implement real, observable changes.
How Will We Measure Success?
Measuring the success of a leadership development strategy isn’t just about tracking performance metrics. We look at both qualitative and quantitative indicators to evaluate progress.
Key success indicators:
Qualitative feedback: What do leaders say they have learned, and how are they applying it in their roles?
Behavioral changes: Are there observable shifts in leadership practices?
Organizational outcomes: How are these changes contributing to team performance, retention, and business goals?
By combining self-reported insights with team and organizational feedback, we gain a holistic view of the strategy’s effectiveness.
Why Should Companies Consider External Support?
While many organizations have internal leadership development efforts, external partners like Talent Praxis bring fresh perspectives, scalable capacity, and specialized expertise. We help fill gaps that internal teams may not have the resources or time to address.
When external support is valuable:
Scalability: Organizations may need additional capacity to coach leaders at scale.
Neutral perspective: External coaches create a confidential space for leaders to explore challenges without the internal pressures of organizational politics.
Diverse expertise: Our experience across industries allows us to introduce new strategies and best practices that may not be part of the internal knowledge base.
How Do We Ensure the Program Is Adaptable Over Time?
Leadership development is not a one-and-done initiative. To stay effective, programs must evolve with the organization. We design strategies that incorporate continuous feedback, data collection, and iterative improvements.
This includes:
Running smaller pilot programs to test effectiveness before scaling
Collecting ongoing feedback from participants and stakeholders
Making adjustments based on real-time results and changing company priorities
By continuously iterating, we ensure that leadership development remains relevant and impactful.
Creating Sustainable Growth Through Intentional Strategy
A well-designed leadership development strategy requires more than just identifying key competencies. It demands a deep understanding of the organization’s goals, challenges, and opportunities. At Talent Praxis, we approach leadership development as an evolving journey that combines immediate needs with long-term vision.
Is your organization ready to develop leaders who can drive sustainable growth?Let’s create a strategy tailored to your company’s needs and future ambitions.
