US companies alone spend almost $14 billion annually on leadership development. Learning and development is a critical long-term business investment, but making the compelling business case executives expect for such an investment is no trivial matter. Senior stakeholders may agree that leadership development is crucial, but they often struggle to tie it to measurable outcomes. Meanwhile, what is measurable is the opportunity cost of training: Each hour an emerging leader spends away from the workplace is an hour of productivity and output lost.
So how can learning leaders successfully showcase the value an LDP generates? Because the pain point is the opportunity cost, it makes sense to frame a business case around time: the time saved in a business with well-developed leadership competencies.