Retaining Leadership Talent Culture, Rewards & Growth

What you'll learn

Calculate the true cost of leadership turnover and build a strong retention business case.
Strengthen leader retention with culture levers: motivation, recognition, and psychological safety.
Design growth pathways, mentoring, and development plans that keep high-potentials engaged.
Apply DEI retention strategies: equitable advancement, belonging, and data-based gap finding.
Reduce burnout risk with flexibility, well-being supports, and boundary-setting team norms.
Measure retention with KPIs, stay/exit interviews, dashboards, and early flight-risk signals.

Requirements

There are no prerequisites for this course

Description

What happens when a respected leader leaves? Morale drops, decisions slow, projects stall—and top performers often start looking too.
The numbers are even more sobering
• Replacing a senior leader can cost 200–400% of their annual salary (recruiting, ramp-up time, and disruption).
• Around 70% of the variance in team engagement is tied to the manager—so losing leaders quickly becomes a performance problem.
• Nearly 75% of C-suite leaders have considered quitting for better well-being support.
• Manager "intent to stay" has dropped sharply in recent surveys—signaling hidden flight risk.
Retaining leadership talent isn't a "nice to have." It's a strategic advantage that protects stability, innovation, customer confidence, and your internal pipeline.
In this course, you'll learn practical, real-world strategies to keep strong managers, directors, and executives committed—without relying on guesswork or last-minute counteroffers.
You'll learn how to
• Make the business case for leadership retention and quantify the true cost of turnover
• Build a supportive culture using motivation science (Herzberg), psychological safety, and clear communication
• Strengthen retention through inclusion (DEI), equitable growth paths, and belonging
• Reduce burnout risk with flexibility, well-being infrastructure, and boundary-setting norms
• Increase loyalty through recognition, empowerment, autonomy, and meaningful work
• Create career pathways, succession plans, and leadership development that keep ambition inside your company
• Implement mentoring and coaching programs that measurably improve retention
• Design competitive compensation and total rewards that reinforce fairness, trust, and long-term commitment
• Track retention success with metrics, stay/exit interviews, dashboards, and predictive risk signals
Whether you're rebuilding your retention strategy or creating one from scratch, this course gives you frameworks and examples you can apply immediately—so your best leaders don't just perform. they choose to stay.

Who this course is for

HR professionals, HRBPs, and People Ops leaders
Talent management, L&D, and organizational development practitioners
Managers, team leads, and department heads responsible for keeping talent
Directors and executives who want to reduce leadership churn and burnout
DEI leaders building inclusive cultures that retain diverse leadership
Compensation/benefits and total rewards professionals
Business owners/founders scaling teams and building leadership pipelines
People analytics and HR analytics professionals tracking turnover risk
Consultants and coaches supporting leadership development and retention

Homepage

https://www.udemy.com/course/retaining-leadership-talent-culture-rewards-growth

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