{"id":517168,"date":"2024-11-06T12:29:15","date_gmt":"2024-11-06T06:59:15","guid":{"rendered":"https:\/\/www.springworks.in\/blog\/?p=517168"},"modified":"2026-01-28T18:03:05","modified_gmt":"2026-01-28T12:33:05","slug":"chro-insights-what-you-need-to-know-before-you-invest-more-in-leadership-development-challenges-future-trends-in-conversation-with-malvika-jethmalani","status":"publish","type":"post","link":"https:\/\/blog.springworks.in\/chro-insights-what-you-need-to-know-before-you-invest-more-in-leadership-development-challenges-future-trends-in-conversation-with-malvika-jethmalani\/","title":{"rendered":"CHRO Insights: What You Need to Know Before You Invest (More) in Leadership Development: Challenges &amp; Future Trends | In Conversation with Malvika Jethmalani"},"content":{"rendered":"\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>There\u2019s no standard playbook or solution when it comes to people. It has to be personalized and tailored to your culture and your people. I can\u2019t emphasize that enough, and HR leaders understand this better than anyone.&nbsp;<\/p>\n<\/blockquote>\n\n\n\n<p>Investing in leadership development has long been a priority for organizations looking to build resilient and agile teams. Yet, as the workplace transforms, so too must our approaches to developing leaders who can thrive in dynamic, often unpredictable environments.&nbsp;<\/p>\n\n\n\n<p>With global <a href=\"https:\/\/www.springworks.in\/blog\/chro-insights-the-current-state-of-leadership-development-and-effective-program-models-in-conversation-with-malvika-jethmalani\/\">spending on leadership development<\/a> programs exceeding $60 billion annually, many companies are questioning if they\u2019re achieving real, lasting impact.&nbsp;<\/p>\n\n\n\n<p>To dive deeper into these pressing challenges, we spoke with <a href=\"https:\/\/www.linkedin.com\/in\/malvikajethmalani\/\"><strong>Malvika Jethmalani<\/strong><\/a>, an experienced CHRO with a rich, diverse career in building <a href=\"https:\/\/www.springworks.in\/blog\/driving-employee-engagement-through-impactful-leadership-6-proven-strategies-and-best-practices\/\">impactful leadership<\/a> initiatives. Malvika shares her insights on the complexities of leadership development, especially in today\u2019s remote and hybrid work settings.&nbsp;<\/p>\n\n\n\n<p>Her experiences reveal how companies can overcome common pitfalls, leverage emerging trends, and build essential skills\u2014like change management and continuous learning\u2014that leaders need in the face of rapid change.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-large\"><a href=\"https:\/\/www.linkedin.com\/in\/malvikajethmalani\/\"><img fetchpriority=\"high\" decoding=\"async\" width=\"1024\" height=\"576\" src=\"https:\/\/blog.springworks.in\/wp-content\/uploads\/2024\/11\/HBP-Template-1-16-1024x576.png\" alt=\"\" class=\"wp-image-517169\" srcset=\"https:\/\/blog.springworks.in\/wp-content\/uploads\/2024\/11\/HBP-Template-1-16-1024x576.png 1024w, https:\/\/blog.springworks.in\/wp-content\/uploads\/2024\/11\/HBP-Template-1-16-300x169.png 300w, https:\/\/blog.springworks.in\/wp-content\/uploads\/2024\/11\/HBP-Template-1-16-768x432.png 768w, https:\/\/blog.springworks.in\/wp-content\/uploads\/2024\/11\/HBP-Template-1-16-1536x864.png 1536w, https:\/\/blog.springworks.in\/wp-content\/uploads\/2024\/11\/HBP-Template-1-16-60x34.png 60w, https:\/\/blog.springworks.in\/wp-content\/uploads\/2024\/11\/HBP-Template-1-16-480x270.png 480w, https:\/\/blog.springworks.in\/wp-content\/uploads\/2024\/11\/HBP-Template-1-16.png 1080w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure><\/div>\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_77 counter-hierarchy ez-toc-counter ez-toc-light-blue ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/chro-insights-what-you-need-to-know-before-you-invest-more-in-leadership-development-challenges-future-trends-in-conversation-with-malvika-jethmalani\/#Q_How_can_companies_tell_if_their_current_leadership_development_programs_are_hitting_the_mark_or_missing_the_point\" >Q: How can companies tell if their current leadership development programs are hitting the mark or missing the point?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/chro-insights-what-you-need-to-know-before-you-invest-more-in-leadership-development-challenges-future-trends-in-conversation-with-malvika-jethmalani\/#Q_What_do_you_see_as_the_most_common_missteps_companies_make_and_how_can_they_avoid_those\" >Q: What do you see as the most common missteps companies make and how can they avoid those?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/chro-insights-what-you-need-to-know-before-you-invest-more-in-leadership-development-challenges-future-trends-in-conversation-with-malvika-jethmalani\/#Q_Whats_been_your_approach_when_investing_in_leadership_development_needs_to_support_critical_business_moments_like_during_mergers_or_restructuring\" >Q: What\u2019s been your approach when investing in leadership development needs to support critical business moments, like during mergers or restructuring?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/chro-insights-what-you-need-to-know-before-you-invest-more-in-leadership-development-challenges-future-trends-in-conversation-with-malvika-jethmalani\/#Q_With_the_rise_of_remote_work_and_distributed_teams_how_do_you_think_leadership_programs_are_going_to_evolve_in_the_next_few_years\" >Q: With the rise of remote work and distributed teams, how do you think leadership programs are going to evolve in the next few years?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/chro-insights-what-you-need-to-know-before-you-invest-more-in-leadership-development-challenges-future-trends-in-conversation-with-malvika-jethmalani\/#Q_What_new_trends_or_tools_have_you_seen_emerging_in_leadership_programs_While_its_a_broad_area_are_there_any_specific_innovations_that_stand_out_to_you\" >Q: What new trends or tools have you seen emerging in leadership programs? While it\u2019s a broad area, are there any specific innovations that stand out to you?<\/a><\/li><\/ul><\/nav><\/div>\n<h3 class=\"wp-block-heading\" id=\"h-q-how-can-companies-tell-if-their-current-leadership-development-programs-are-hitting-the-mark-or-missing-the-point\"><span class=\"ez-toc-section\" id=\"Q_How_can_companies_tell_if_their_current_leadership_development_programs_are_hitting_the_mark_or_missing_the_point\"><\/span>Q: How can companies tell if their current leadership development programs are hitting the mark or missing the point?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p><strong>Malvika: <\/strong>My advice to leaders is always to define what results matter to you and what success looks like based on the needs and context of your business. This will vary for every company and every stage of growth.<\/p>\n\n\n\n<p>For instance,<strong> if you&#8217;re a startup with 50 employees today and you scale to 500 employees in a couple of years, you&#8217;re still the same company, but what &#8220;good&#8221; looks like or the results you&#8217;re aiming for are likely going to change.<\/strong> This should happen because your business model, operating model, and culture are constantly evolving.<\/p>\n\n\n\n<p>Before you even start designing these programs, it&#8217;s critical to start with the &#8220;<strong><em>why<\/em><\/strong>.&#8221; Why are you doing this? What business problem are you trying to solve?&nbsp;<\/p>\n\n\n\n<p>The earlier you can tie the business outcome to your leadership development program, the more likely it is to succeed.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>For example, are you expanding into a new market and need managers to strengthen their change management skills?&nbsp;<\/li>\n\n\n\n<li>Or are you seeing a dip in employee productivity and need managers to improve in holding people accountable and providing tough feedback?<\/li>\n<\/ul>\n\n\n\n<p>Defining the problem statement from the outset makes it much easier to measure success later on. If your problem statement is &#8220;<em>We want managers to get better at providing actionable and timely feedback<\/em>,&#8221; you can&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Roll out the program and then <a href=\"https:\/\/www.springworks.in\/blog\/ai-pulse-surveys\/\">survey<\/a> employees during performance cycles to assess whether they feel they\u2019re receiving regular, timely, actionable feedback. You can track this trend over time.<\/li>\n\n\n\n<li>Another approach is to audit the performance feedback employees are receiving from managers, using a statistically significant sample and leveraging both AI and human insights to assess the quality of the feedback.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>Finally, you can tie business metrics and overall performance to your leadership outcomes.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-q-what-do-you-see-as-the-most-common-missteps-companies-make-and-how-can-they-avoid-those\"><span class=\"ez-toc-section\" id=\"Q_What_do_you_see_as_the_most_common_missteps_companies_make_and_how_can_they_avoid_those\"><\/span>Q: What do you see as the most common missteps companies make and how can they avoid those?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p><strong>Malvika: <\/strong>So a couple of them I already mentioned, such as not defining the problem you&#8217;re trying to solve and thinking of <a href=\"https:\/\/www.exec.com\/\">leadership development<\/a> as just training.\u00a0<\/p>\n\n\n\n<p><strong>Challenge: Blanket Approach for Leadership Development Programs<\/strong><\/p>\n\n\n\n<p>Another common mistake I see, especially in organizations with distributed workforces, is that they develop a program at headquarters and then <a href=\"https:\/\/www.springworks.in\/blog\/5-examples-that-prove-a-blanket-approach-does-not-work-for-hr-initiatives\/\">roll it out in a blanket<\/a>, generic way without accounting for local, regional, or country-level differences.<\/p>\n\n\n\n<p>I think that\u2019s a big miss because if you don\u2019t understand the subcultures and microcultures within your organization, you won\u2019t effectively engage your workforce. It\u2019s not just about obvious cultural differences, like how business is done in China versus the US. Even within your organization, your London office likely has a different culture from your Singapore office, and understanding those nuances is critical.<\/p>\n\n\n\n<p><strong>Addressing this Challenge:<\/strong> One of my favorite ways to address this is to seek input from people in those microcultures and involve them in the development and implementation of the program. Early in my career, I developed a leadership program for employees in 14 countries. I made sure to seek input from local HR leaders and general managers in each country. When we rolled out the program, I also invited the general managers to facilitate parts of the sessions with me. This way, the participants saw their local leadership delivering the message, which made them more engaged and receptive.<\/p>\n\n\n\n<p>If it had just been me, it probably would have been perceived as the HR person from headquarters (or the proverbial \u201civory tower\u201d) telling them how to be good leaders, and they wouldn\u2019t have been as receptive.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-q-what-s-been-your-approach-when-investing-in-leadership-development-needs-to-support-critical-business-moments-like-during-mergers-or-restructuring\"><span class=\"ez-toc-section\" id=\"Q_Whats_been_your_approach_when_investing_in_leadership_development_needs_to_support_critical_business_moments_like_during_mergers_or_restructuring\"><\/span>Q: What\u2019s been your approach when investing in leadership development needs to support critical business moments, like during mergers or restructuring?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p><strong>Malvika:<\/strong> I\u2019ve had a lot of experience in these situations, and my first instinct is to sit down with the CEO and the executive team, or at least a subset, to define what behaviors have worked thus far and gotten us to where we are today, and what behaviors we need to move forward in this next chapter. <strong>It&#8217;s about reinforcing that what got us here won\u2019t take us there.<\/strong><\/p>\n\n\n\n<p>For example, if you\u2019ve just been acquired, the behaviors that made your leaders successful up until the acquisition might have included being extremely nimble, working at a fast pace, being scrappy, and taking risks. Now, if you\u2019ve been acquired by a larger organization, their risk tolerance might be different, and they might have more process rigor or discipline in place. Your leaders now need to adapt to this new environment.<\/p>\n\n\n\n<p>It helps to use a <strong>&#8220;from-to&#8221; framework<\/strong> of leadership competencies.&nbsp;<\/p>\n\n\n\n<p>For instance, we\u2019re coming from an entrepreneurial stage, and the next stop is mindful growth. Once you define this, you can start identifying the specific skills your managers need to develop. Then, of course, you have your work cut out for you to help them grow.<\/p>\n\n\n\n<p>Some leaders will accept the challenge and adapt, others might self-select out because things are changing in ways they didn\u2019t sign up for, and some might need to be managed out. All of these outcomes are fine and normal during key inflection points like acquisitions, restructuring, or business transformations, as long as everyone is treated with dignity and respect.<\/p>\n\n\n\n<p>To sum it up, in these situations, I always start by sitting down with the CEO and executive team to clarify where we\u2019re coming from, where we\u2019re going, and what leadership behaviors we need for the next chapter, and then we work on developing those.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-q-with-the-rise-of-remote-work-and-distributed-teams-how-do-you-think-leadership-programs-are-going-to-evolve-in-the-next-few-years\"><span class=\"ez-toc-section\" id=\"Q_With_the_rise_of_remote_work_and_distributed_teams_how_do_you_think_leadership_programs_are_going_to_evolve_in_the_next_few_years\"><\/span>Q: With the rise of remote work and distributed teams, how do you think leadership programs are going to evolve in the next few years?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p><strong>Malvika:<\/strong> One company that does remote, virtual-first, or hybrid really well is <a href=\"https:\/\/www.atlassian.com\/company\/careers\">Atlassian<\/a>. They have a team dedicated to helping their leaders figure it out\u2014not only training them but also providing the right tools. For example, how do you create connections in a remote or hybrid setting? When you bring people together, how do you ensure those meetings or off-sites are effective? How do you create a robust agenda? How do you define success in a meeting?<\/p>\n\n\n\n<p>One common mistake organizations make when shifting to remote or hybrid is the volume of meetings skyrocket, which leads to burnout and stress. This happens because leaders haven\u2019t been trained to run effective meetings or equipped with the skills to work asynchronously. They don\u2019t understand the balance between synchronous and asynchronous work and how to get the most out of their people in these settings.<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>So, first, put your best minds on this issue. It doesn\u2019t need to be a dedicated team whose full-time job is figuring this out, but have a cross-functional team responsible for helping leaders be effective in a remote or hybrid world. This is new for many of us, and there\u2019s no clear playbook for doing it well.<\/li>\n\n\n\n<li>Second, make sure you\u2019re building rituals and routines and documenting them so they can scale.<\/li>\n\n\n\n<li>Third, when you bring people together, make sure you\u2019re curating moments of collaboration and connection in a thoughtful, deliberate way\u2014not just to check a box and say, \u201c<em>Okay, I had my quarterly team off-site, I\u2019m done until next quarter.<\/em>\u201d<\/li>\n<\/ol>\n\n\n\n<p>The way a company operates and communicates makes such a big difference, even when you&#8217;re in-office, but especially when communication is more asynchronous. It definitely impacts everything from Leadership Development to other HR initiatives\u2014it needs to be adapted to the company culture. That\u2019s the biggest thing I\u2019ve seen.&nbsp;<\/p>\n\n\n\n<p>When we\u2019re working face-to-face in an office, I can see your expressions and body language. I might notice if you look tired or stressed and check in. But it\u2019s harder to pick up on those cues online when we\u2019re all in little Zoom boxes.<\/p>\n\n\n\n<p>That\u2019s why, in these settings, it\u2019s more important than ever for leaders to check in with their teams, make sure they\u2019re doing okay, and ask, \u201cWhat obstacles are in your way? How can I support you better?\u201d It\u2019s also crucial to ask for upward feedback. In a remote or hybrid environment, getting to know the human first and the employee second is more important than ever.<\/p>\n\n\n\n<p>There\u2019s no standard playbook or solution when it comes to people. <strong>It has to be personalized and tailored to your culture and your people<\/strong>. I can\u2019t emphasize that enough, and <strong>HR leaders understand this better than anyone.<\/strong><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-q-what-new-trends-or-tools-have-you-seen-emerging-in-leadership-programs-while-it-s-a-broad-area-are-there-any-specific-innovations-that-stand-out-to-you\"><span class=\"ez-toc-section\" id=\"Q_What_new_trends_or_tools_have_you_seen_emerging_in_leadership_programs_While_its_a_broad_area_are_there_any_specific_innovations_that_stand_out_to_you\"><\/span>Q: What new trends or tools have you seen emerging in leadership programs? While it\u2019s a broad area, are there any specific innovations that stand out to you?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p><strong>Malvika:<\/strong> One that I love, and it\u2019s not just because I\u2019m on their advisory board, is called<a href=\"https:\/\/kindredminds.com\/\"> Kindred Minds<\/a>. It\u2019s built right into Slack, where we already work. It\u2019s integrated with your calendar and video calls, so it\u2019s super easy to use. It also knows everything about you\u2014your personality type, what you\u2019re working on with your direct reports, and what you discuss during meetings.<\/p>\n\n\n\n<p>You can feed your company\u2019s manager toolkits or guides into Kindred Minds, and it knows your preferred coaching style. It gives real-time, AI-powered nudges on how to coach your team and provide quality, timely, and actionable feedback. It can even listen to your one-on-ones (with permission) and summarize them, offering feedback and coaching based on those discussions.<\/p>\n\n\n\n<p>As HR professionals, we often want to roll out manager training, but CEOs say there\u2019s no time. Even when training happens, it\u2019s only effective about 25% of the time. With Kindred Minds, you get personalized, just-in-time coaching based on individual skill levels, and it provides nudges for how to improve next time. It\u2019s like taking the expertise of an executive coach and scaling that expertise org-wide to all your leaders.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<p><strong>If you are an HR or People leader, and want to collaborate for an article &#8211; <a href=\"https:\/\/cal.com\/mariam-mushtaq-hrbrainpickings\/15min\">let&#8217;s chat<\/a>!<\/strong><\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n","protected":false},"excerpt":{"rendered":"<p>There\u2019s no standard playbook or solution when it comes to people. It has to be personalized and tailored to your culture and your people. I can\u2019t emphasize that enough, and HR leaders understand this better than anyone.&nbsp; Investing in leadership development has long been a priority for organizations looking to build resilient and agile teams.<\/p>\n","protected":false},"author":1033,"featured_media":517170,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[102708,102642],"tags":[],"class_list":["post-517168","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-expert-insights","category-leadership","disable-dropcap","disable-2-columns"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v26.3 (Yoast SEO v26.3) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>What You Need to Know: Investing in Leadership Development<\/title>\n<meta name=\"description\" content=\"Discover the importance of investing in leadership development for resilient and agile teams. Gain insights from an experienced CHRO.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.blog.springworks.in\/chro-insights-what-you-need-to-know-before-you-invest-more-in-leadership-development-challenges-future-trends-in-conversation-with-malvika-jethmalani\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"CHRO Insights: What You Need to Know Before You Invest (More) in Leadership Development: Challenges &amp; Future Trends | In Conversation with Malvika Jethmalani\" \/>\n<meta property=\"og:description\" content=\"There\u2019s no standard playbook or solution when it comes to people. It has to be personalized and tailored to your culture and your people. 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