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Why Leadership Development is Broken and How to Fix It
Organizations spend more than $366 billion annually on leadership development worldwide. Yet 75% of companies say their leadership programs are not very effective, and only 11% report having a strong succession plan to fill critical leadership roles. To make matters worse, more than two-thirds of workers report that the worst part of their lives is their immediate boss. It's clear that traditional leadership development programs aren't working, but why?

This thought-provoking webinar will focus on seven common shortfalls in leadership development programs. You'll get actionable advice to help you stretch your thinking about leadership, break down barriers in traditional programs, and create more impactful growth experiences for leaders. For the secrets to a successful leadership development program, join us on Thursday, January 26.

Learning objectives:
- What common shortfalls exist in leadership development programs.
- Get actionable advice on how to improve your leadership development program.
- How to define leadership in your organization.

01:12:00

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Speakers

Jackie Sahm, MA
Director | Global Learning @Hogan Assessments
Jackie is the Director of Global Learning at Hogan Assessment Systems, where she oversees the design, delivery, and quality of Hogan’s worldwide learning and certification programs. Jackie has over 10 years of experience in talent management consulting. Prior to her role in Global Learning, Jackie was a senior consultant where she worked with numerous Fortune 500 companies in the U.S. and around the globe. She has designed and implemented leadership development programs, selection-based assessment systems, high-potential programs, and high-profile talent management initiatives across a wide variety of organizational applications. She holds a master’s degree in Industrial/Organizational Psychology from the University of Tulsa.
Jocelyn Hays, MS
Manager | Learning Solutions @Hogan Assessments
Jocelyn is a Learning Solutions Manager at Hogan Assessments. Jocelyn has experience in talent identification and development at all levels of the organization from individual contributor positions to the C-suite. She has conducted job analyses, developed competency models, and conducted criterion-related validation studies to inform selection, training, and development initiatives. She has developed custom assessment results reports to facilitate hiring decisions, promote leadership development, and inform succession planning efforts. Jocelyn holds an master’s degree in Industrial/Organizational Psychology from Indiana University Purdue University Indianapolis.

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