The Leadership Impact Model™

An HR Professional Guide to Investing Training Dollars Where They Drive Results

Your CEO says: “Our leaders need training.”

What do you do next?

If your first step is searching for a training vendor, you may be solving the wrong problem.

The Leadership Impact Model™ gives HR professionals a practical framework for determining whether training is actually the right intervention—before committing time and money.

The model looks at two critical factors:

Leadership Skills: Can this person lead effectively?

Leadership Willingness: Will this person learn, change, accept accountability and apply effective leadership behaviors?

The intersection of those two factors creates four distinct leadership profiles:

The High-Impact Leader

High Skills + High Willingness

Accelerate these leaders through advanced development, coaching, mentoring, stretch assignments and succession planning.

The Sponge

Low Skills + High Willingness

They may not have all the skills yet, but they're motivated and coachable. Training and coaching can produce significant returns.

The Dangerous Leader

High Skills + Low Willingness

They know what good leadership looks like but may choose not to practice it. The answer may be accountability and behavioral intervention—not another training course.

The Misaligned Leader

Low Skills + Low Willingness

This may be a role-fit, performance or promotion problem rather than a training problem.

Inside This Guide

• The complete Leadership Impact Model™
• Four leadership profiles and their business implications
• Skills vs. Willingness framework
• Leadership Impact measures
• Training vs. development-process comparison
• Six-step leadership-development process
• HR diagnostic worksheet
• Leadership Investment Decision Guide
• Executive conversation starter
• Questions to ask before approving a leadership-development investment

The Core Principle

Skills build capability. Willingness drives action. Impact delivers results.

The goal isn't to spend less on leadership development. The goal is to invest leadership-development dollars where they have the greatest potential to produce measurable results.

A Practical Question for HR

Before approving your next leadership-development investment, ask:

“Is this actually a training problem?”

Get the Leadership Impact Model™ HR Professional Guide today.

$19.95