Why Leadership Development Is a Business Strategy, Not Just a Perk

Cathie Leimbach • May 13, 2025

Inspired by the research of Linda Hill, Harvard Business School

When we talk about leadership development, it’s easy to think of it as a “nice to have”—something for high-potential individuals or executive teams. But according to Linda Hill from Harvard Business School, that mindset is outdated. Her research makes it clear:leadership development is directly tied to organizational performance and even broader economic outcomes.


Hill emphasizes that organizations investing in leadership aren’t just improving individuals—they’re building systems that foster innovation, agility, and resilience. In her view, leadership today is less about authority and more about creating environments where collaboration thrives, where diverse voices are heard, and where people feel safe to take smart risks. Click here for 5 Key Action Steps


One key outcome of this investment is stronger self-leadership. When people are equipped with the right tools and support, they begin to recognize and leverage their strengths. They build the confidence to volunteer for new challenges, contribute beyond their roles, and reach out when they need help. This kind of empowered behavior doesn’t just benefit the individual—it creates a ripple effect that strengthens teams and drives collective performance.


And here’s the kicker: companies that do this well outperform their peers. They’re more likely to weather disruption, adapt to change, and drive sustainable growth. In other words, leadership development isn't just about personal growth—it's a business strategy.



So, if leadership is still a line item buried in your HR budget, it might be time to move it to the top of your strategic agenda. Because when you invest in leadership, you’re not just shaping better leaders—you’re shaping a better future.

Age and Gender Shape How Employees Want to Be Appreciated

By Cathie Leimbach • June 10, 2025
In today’s evolving workplace, one constant remains: employees want to feel valued. Interestingly, research comparing data from before and after COVID-19 shows that employees' preferred languages of appreciation have remained remarkably consistent over time. However, age and gender differences reveal important nuances leaders shouldn’t ignore. Gender differences are clear. Men more frequently chose Acts of Service as their preferred form of appreciation (26%), while women gravitated toward Words of Affirmation (46%). When asked about their least preferred language, women were more likely to rank Acts of Service at the bottom, while men showed a strong dislike for Tangible Gifts. Age also matters. Employees over 60 overwhelmingly preferred Words of Affirmation (48%), while the youngest generation (under 20) leaned toward Quality Time (33%). These trends suggest that life stage and workplace experience shape what appreciation feels most meaningful.  The takeaway? While core preferences haven't shifted dramatically post-COVID, effective leaders need to understand and respond to individual differences. Avoid blanket strategies and invest in knowing how each team member feels most valued. Personalized appreciation builds stronger teams—across every generation and gender. For further details, see Dr. Paul White’s article on gender differences in appreciation preference.

Why Better Leaders Mean Better Bottom Lines

By Cathie Leimbach • June 3, 2025
Let’s talk straight—leadership development isn’t just a “nice to have.” It’s the engine behind real economic progress. John Kotter, a world-renowned voice in leadership and change, made it clear: organizations don’t rise or fall on products alone—they succeed because of how well they lead through change. When leaders know how to cast vision, inspire action, and adapt quickly, the ripple effect is huge. Teams become more engaged. Strategy gets implemented faster. Resistance turns into momentum. And yes—revenue and results improve.  Kotter’s work shows that companies with strong leadership navigate uncertainty better and capture more market share during tough times. Why? Because effective leaders create clarity in the chaos. They don’t just manage—they lead change with purpose. If we want to strengthen our teams, our organizations, and even our communities, we have to prioritize leadership development. Not later—now. Because when leadership improves, so does everything else. That’s not just theory. That’s proven strategy. Click here to view the document: Better Leader = Better Bottom Lines and see why investing in leadership pays off. Let’s build leaders who build better futures.
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