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Leadership Table Talk Series IV - Leadership Development

Written by HRCap, Inc.

August 25, 2022

The most dangerous leadership myth is that leaders are born – that there is a genetic factor leadership. That’s nonsense; in fact, the opposite is true. Leaders are made rather than born. -Warren G. Bennis, American scholar and organizational consultant

Warren Bennis, an expert who advised presidents and business executives on successful leadership, shared an important point on how leaders are not born but made. This reality is crucial, especially at a time in which there is a lack of strong leadership.

The 2021 Global Leadership Forecast shows that only 11% of organizations say they have developed a strong leadership line-up. This lack of strong leadership is partially due to the absence of effective leadership development programs.

Organizations must hire and develop leaders who can motivate and improve a workforce’s culture, performance, and job satisfaction. Such leadership will ultimately increase engagement and, in turn, the retention rates of employees.

In our fourth “Leadership Table Talk,” our Founder, President & CEO, Andrew Sungsoo Kim, shares what qualities a leader should have, examples of strong leaders that he admires, how to assess leadership performance, and how his company develops leaders.

1. What are the 4 qualities that a leader should have?

Leaders should have the ability to convey a strong vision, develop others, manage with empathy, and be curious. A clear vision is extremely important for aligning on what success looks like. Having a set direction and tunnel vision helps focus the team on following through and growing together towards a common goal.

Charismatic leaders also should know how to empower and motivate others to continue to grow and develop in their careers. Empathy is also another important quality because this not only helps build relationships but also helps leaders to identify areas that need support.

Last but not least, curiosity is an important quality for leaders. Curious leaders remain humble and intellectually hungry to learn and grow continuously. The HR industry is ever-evolving with new technologies and is increasingly more digitalized, therefore, leaders need to know how to learn and adapt to those situations. By asking the right questions, leaders will constantly be improving.

2. What are some ways companies can assess leadership performance?

Leadership performance can be assessed in many ways. First, it is important to achieve KPIs and strategic objectives. Leaders must measure themselves on whether these goals have been met or not and truly understand how to change course if the KPIs are unrealistic.

Next, strong leaders take ownership and hold great accountability to themselves. They deliver no matter what and hold their employees to a high standard.

Lastly, leaders should also be evaluated for their contributions to the collective growth of the organization and the industry. They are inclusive and open to greater diversity and change.

3. How does your company develop leaders?

At HRCap, I continue to focus on learning and development. Our executive teams take accountability and responsibility for growing their respective division and teams by expanding our reach and deepening our expertise. We are building managers who are also leaders at HRCap.

I encourage everyone to take ownership of their own learning and growth and remind them to prioritize collaboration. Instead of creating a culture of competitive silos, HRCap has built a work culture that has encouraged collaboration. I am very proud of what HRCap has become and what it currently stands for.


A leader’s effectiveness will either be a catalyst or an impediment to the success of the business. Therefore, companies must consider implementing strong leadership development and assessment to be prepared for any organizational or leadership shifts.

Our CEO Andrew Kim continues to serve as an iconic model for great leadership in the greater HR & Recruiting field and within our Asian American community. He continues to prioritize the learning and growth of individuals by promoting upskilling and reskilling to stay competitive to future-proof workforces, educating clients through seminars, and bridging cultural gaps. His dedication to developing and educating professionals in today's fast-paced digitalized world shows through his honor as a Gold Stevie® Award Winner for the 2022 Chief Learning Officer of the Year Award.

We hope to see more leaders like our CEO continue to drive greater impact on their organizations and develop more leaders to have a lasting impact on their industries.

Source: HRCap, 2021 Global Leadership Forecast


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