Leadership development: An antidote to stress…and so much more

Stress sabotages success. It takes a heavy toll on both individuals and organizations and often sidelines initiatives that increase performance for both employees and corporations.

Participants in our WOMEN Unlimited, Inc. development programs report over and over that their stress levels have gotten significantly worse post-COVID-19. Boundaries seem to have disappeared, with work increasingly impinging upon their pressing personal responsibilities. “I just don’t see an end to the day,” is a common frustration. Additionally, as more companies look at restructuring their operations, ambiguity about job security, job satisfaction and career advancement adds to the already significant stress levels women face.

Ironically, stress also often hijacks the very actions and activities that serve to relieve it. For example, a 2024 survey by the American Psychological Association found that 71 percent of respondents who lacked meaningful work reported they were typically stressed throughout the workday, while only 45 percent of those who felt their work was meaningful reported similar degrees of stress. At the same time, stress distracts individuals and their managers from development opportunities, which can make their work more meaningful and enjoyable.

4 Ways CLOs and HR professionals can orchestrate sustainable results from leadership development

Especially during times of stress, chief learning officers and HR professionals can play a crucial role in helping women, their managers and organizational leaders understand and embrace the role of development in easing anxiety and refocusing energy on growth and performance.

WOMEN Unlimited’s 30 years of experience in leadership development has shown that CLOs and HR departments are crucial players at all stages of the process, with their commitment and involvement helping ensure sustainable results. Four practices by CLOs and other HR professionals have proven especially powerful in maximizing the benefits of leadership development initiatives:

• Take a step back to fully understand what you want the development to accomplish organizationwide. A holistic, rather than a piecemeal approach expands the benefits of leadership development beyond small pockets of individuals and departments. to a larger swath of the organization. This bigger-picture approach will also help ensure that development practices are in tune with long-term organizational goals.
• Accept the reality that far-reaching, sustainable benefits from development take time. Yes, individuals and their managers will see and enjoy a number of positive results early on, However, sustainable organization-wide success is a marathon, not a sprint, where, for example, resistance by participants, managers and corporate leaders may need to be overcome.
• Encourage patience and realistic expectations from everyone. There is no magic bullet; and expecting to find one can increase, rather than alleviate stress. Research indicates that the most successful outcomes from leadership development programs come when women engage in experiential rather than transactional learning. This type of learning allows women to integrate lessons learned, rather than rushing to make immediate changes. It has a positive ripple-down effect throughout the organization, which can take time…and is well worth the wait.
• Be a catalyst for positive change. Encourage participants in leadership development programs and their managers: to step out of their comfort zones, assess their attitudes and behaviors and look at new ways to mesh their goals with corporate objectives. While there can be initial resistance to these kinds of changes, once embraced they broaden horizons and provide innovative approaches for dealing with problems and relieving stress.

As today’s business leaders and potential ones face unprecedented challenges that often lead to stress and burnout, the need to support them through impactful development programs is greater than ever…and so are the benefits.

Matt Paese, senior vice president of leadership development at DDI, summarizes it perfectly: “Enhanced employee engagement, reduced turnover, increased productivity, higher customer satisfaction…decreased downtime, shorter production times and improved safety records can reflect the positive impact of leadership development initiatives on your bottom line.”