"Leadership is the multiplier.

Everything rises and falls on leadership."

— John C. Maxwell

Leadership Gaps are Business Risk.

THE COST OF UNDERDEVELOPED EMPLOYEES

In small to mid-sized organizations, only a small percentage of employees receive formal leadership training.¹ As a result, individuals are often promoted based on technical skill—not leadership readiness.⁵

The impact is clear:

  • Low self-awareness

  • Unclear growth paths

  • Declining engagement

Over time, these gaps quietly erode productivity, morale, and performance.⁴

WHEN MANAGER READINESS LAGS, RESULTS FOLLOW

The cost multiplies at the first-line and mid-level manager layer.

Managers account for ~70% of employee engagement variance, making their effectiveness one of the strongest drivers of performance.⁴ When managers lack leadership training, organizations experience:

  • Increased conflict and poor collaboration

  • Inconsistent execution across teams

  • Dysfunctional team dynamics and silos⁵ ⁸

Left unaddressed, these issues lead to suboptimal results and higher turnover.

THE TURNOVER REALITY

Replacing an employee can cost 20–213% of annual salary, depending on role and seniority—costs frequently driven by poor leadership and workplace culture.¹⁰

The ROI of Leadership Training and Coaching

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    Strategic Advantage

    Organizations that invest intentionally in leadership development consistently outperform those that do not. 

  • High ROI

    Studies across industries show that leadership training and coaching deliver approximately 5–7× return on investment through improved productivity, engagement, and leadership effectiveness. (2,3)

  • Performance Gains

    Additionally, organizations that extend training and development programs to the broader employee population experience 20–30% incremental performance gains, compounding the overall return. (6,7)

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    Deliver with Confidence

    Organizations that treat leadership development as an investment rather than an expense build stronger leadership pipelines, healthier cultures, and more sustainable business performance. (7)

References

¹ International Coach Federation (ICF) & PwC – ICF Global Coaching Study

² MetrixGlobal – Executive Coaching Impact Study

³ Manchester Inc. – Executive Coaching Works!

⁴ Gallup – State of the Global Workplace

⁵ Harvard Business Review – Leadership & Management Research

⁶ Association for Talent Development (ATD) – State of the Industry Report

⁷ McKinsey & Company – Organizational Health Index

⁸ Society for Human Resource Management (SHRM) – Workplace Culture & Risk Reports

⁹ Aperian – Global & Cross-Cultural Leadership Research

¹⁰ Center for American Progress – The Cost of Employee Turnover

  • Humera A

    The leadership lab on 15 invaluable laws of growth was a very insightful program. It was thought provoking and increased my self awareness. It will definitely go a long way in helping me rethink and plan my future path. The cohort from diverse backgrounds, interesting viewpoints and varying experiences added tremendously to the overall learning experience. I am very grateful to our trainer Mr. John See for delivering such a value adding program and keeping the learners engaged. Very happy I was a part of it. - Humera A

  • I’m very pleased with the experience and support I received during consultations with John See. As an individual seeking guidance, I found John's approach insightful and well-structured. John identified the development areas I hadn’t fully considered and offered practical direction I could apply immediately. I appreciate John's and Elevation X professionalism and would gladly recommend John's services to others looking for thoughtful and meaningful support for personal development and growth. -Nickolas

  • It was far more than just a class—it was a powerful journey of personal and professional development, filled with insightful conversations and meaningful connections. I wholeheartedly recommend it to anyone seeking to deepen their leadership skills and embark on a purposeful growth path. -Zhongping L