Home > Articles > White Papers > Using Predictive Analytics for Leadership Development

White Paper

Using Predictive Analytics for Leadership Development

The Predictive Power of Data for Leadership Development

When considering an investment in leadership development, how do you determine where to focus first for the greatest impact? Predictive analytics can be used for leadership development to guide your decisions, set priorities, and determine where to invest your time and resources.

Data about your people and your business can help you get a clear and actionable picture of which leader behaviors and practices, culture, and employee experience and engagement aspects are most closely linked to your organization’s success.

Predictive analytics can be used for leadership development by helping you make smarter, better-informed decisions about investing in your people and your culture.

Download White Paper

Download this white paper to learn how to use data and predictive analytics for leadership development to make smarter, better-informed decisions about developing your people and your culture.

At CCL, we care about your privacy. The information you share with us will only be used to better service you and in accordance with your consent. For more information, please refer to our Privacy Policy.

| What to Explore Next

Can People Analytics Revolutionize Your Organization?

Using Predictive Analytics to Turn Data Into Leadership

Using Predictive Analytics Data for Leadership

| Related Solutions

Leadership Analytics

Talent Development

Sign Up for Newsletters

Don’t miss a single insight! Get our latest cutting-edge, research-based leadership content sent directly to your inbox.

September 17, 2018

About the Author(s)

Heather Champion

Heather is the Manager of Client Evaluation Services and a Senior Evaluation Faculty member at CCL and serves as a subject matter expert for CCL’s Leader Analytics services. She holds a BA in Psychology from North Carolina State University, both an MS and a PhD in Developmental Psychology from North Carolina State University, and a post-doctoral fellowship in adolescent health at Wake Forest University School of Medicine.

Stephen Young

Steve is the former Manager of Leadership Analytics at CCL, where he led CCL’s experimentation with new analytic approaches and methodologies using internal and external data. He holds a BA in Psychology and Political Science from the University of Connecticut and both an MS and a PhD in Industrial/Organizational Psychology from Florida Institute of Technology.

Sarah Stawiski

Sarah is the Insights and Impact Group Director at CCL, where she helps clients use data to improve their programs and show evidence of impact in order to achieve greater results. She holds a BA in Psychology from the University of California in San Diego and an MA and PhD in Applied Social Psychology from Loyola University Chicago.

Mike Smith

Mike is a Director and Strategic Business Partner at CCL, where he leads teams to develop leadership solutions for clients that advance business strategies and drive organizational performance. He holds an MA in Economics from the University of North Carolina at Greensboro, as well as executive certificates from the University of Chicago, the University of Virginia, Duke University, and the University of North Carolina at Chapel Hill.