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 But according to Linda Hill from Harvard Business School, that mindset is outdated.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.

Why Your Company's Success Depends on This One Thing (Hint: It's Not What You Think)

By Cathie Leimbach • August 19, 2025
What separates thriving companies from struggling ones? 🤔 Professor Lynda Gratton from London Business School spent decades studying this exact question. Her findings will change how you think about leadership. Here's what she discovered:  Organizations that invest in developing collaborative leaders consistently outperform their competitors. Not by a little—by a lot. Through her groundbreaking study of 21 global companies and 200+ executives, Gratton identified the three game-changing elements: ✅ Cooperative culture - Moving from "me vs. you" to "we together" ✅ Rich networks - Breaking down silos so ideas flow freely ✅ Shared purpose - Giving work meaning beyond the paycheck The results speak for themselves: → Better innovation → Higher employee engagement → Stronger financial performance Companies that train managers to be collaborative leaders (not just bosses) create environments where teams actually want to work together. My takeaway? Leadership development isn't a "nice to have"—it's your competitive advantage. When leaders learn to cooperate and inspire others, entire organizations transform. What's your experience with collaborative leadership? Have you seen this play out in your organization? Want to dive deeper? View Three Pillars of Success which breaks down how to produce measurable results in innovation, efficiency, and engagement.

Inspiring Positivity Through Trust

By Cathie Leimbach • August 12, 2025
In leadership, hope may spark positivity—but trust is what sustains it. Trust means your team believes you’re honest, reliable, and truly have their best interests in mind. Without it, people hesitate to share ideas, take risks, or fully engage. Great leaders build trust through consistent actions. They follow through on promises, admit mistakes, and lead with transparency. They listen without judgment, treat everyone with respect, and make decisions that are fair and thoughtful. When leaders communicate clearly and regularly—even when the news is tough—they create a culture of openness. When they give credit generously and support their team both publicly and privately, trust grows even deeper. Over time, trust becomes the foundation for loyalty, collaboration, and high performance. People feel safer, more motivated, and more willing to contribute at their best.  Trust doesn’t happen overnight. But with patience, consistency, and care, leaders can build it—and with it, a stronger, more positive workplace.