Do you wonder why leadership training programs fail to prepare leaders of today for tomorrow’s challenges? The survey says …. “Avoid 5 Fail Points in Leadership Training” Download or listen now to the webinar on how to avoid wasting time and money on your personal or company’s leadership training and three key strategies to make your coaching or leadership development program truly pay off for the leader, for constituents and for the entire organization.
The bottom line is developing Sustainable Leaders: Developing authentic leaders happens from the inside out and from the outside in … for more information go to Sustainable Leadership, Inc.
1. To identify the strengths and fail points in Leadership Development initiatives, with a special interest in identifying the challenges faced by newly promoted Senior Leaders (recent research states over 40% of newly promoted executives quit or get fired within the first 18 months in their new position).
2. To begin to identify practical solutions for the fail points in Leadership Development programs or initiatives for today’s leaders, especially newly promoted executives and senior leaders.
3. To use the responses to develop a value-filled, evidence-based Sustainable Leaders Development & Mastermind group for Senior Leaders who are highly motivated to drive positive change in themselves, others and in the organization by learning practical, effective and sustainable interpersonal and communication skills, and develop themselves as a leader from the inside out.
SUMMARY SO FAR: While the number of survey responses is not (yet) statistically significant, it appears there are definitely “themes” or gap areas emerging, that when filled, will allow a leader to full fill his or her responsibilities more easily, feel more satisfied in their role and harness the power of their own potential as well as others, to facilitate organizational change, to continue to develop inter-personally as well as intra-personally to achieve ongoing growth and sustainability in self and others.
(At Least) 3 Fail Points in Leadership Training:
1. Please Understand Me – One fail point reflects a need for leaders to master a significantly higher level of interpersonal and communication skills (i.e., Emotional Intelligence) and the skills to better and more deeply understand people’s motivators and drivers to gain cooperation and support to get the job done quickly and easily. Not to mention understanding one’s own beliefs, motivators/drivers and the infinite ways we will attempt to avoid pain (our behavior is a result of our feelings which is a result of B.S. – which is a topic of a whole other thread, I’m sure).
2. Leaders don’t exist in a vacuum – Another fail point is “training” the individual in a one day workshop (yes, I’m being sarcastic, but this is a HUGE waste of time, money and resources) and sending him back to the office to effect change inevitably fails. Minimally, this strategy fails to take into consideration the homeostasis of the system (i.e. culture) as well as the basic dynamics of the “rules of engagement” in human relationships and communication.
3. Lonely at the the top – The survey also indicated a significant desire for leaders do network and exchange solutions and ideas in conversations with other like-minded senior leaders. “It’s a great tool, but how do I use it in real life?” I use a “What? So What? Now What?” approach which has been a very helpful framework for my clients to use to go from knowing something, to doing it to being it AND transferring the learning for lasting change. “A fool with a tool is still a fool.” I love it.
To take the brief 8 question survey and participate in the tele-forum to discuss the results and begin to identify solutions for the fail points in developing leaders today, go to Sustainable Leader’s Survey
Thank you and keep posting your insights, resources and questions!
The results are in: Sustainable Leader’s Survey … but first, where has you leadership training or professional development failed you? What would you change and why?
Is the use of coaching to develop leaders or high potential managers into leadership roles just a passing fad or here to stay? If it’s here to stay, wouldn’t it be more effective for coaches to teach managers and leaders how to coach or to develop a coaching style of management and leadership than for a coach to “coach one leader or manager at a time?” Developing a sustainable leader would include “teaching him to fish” rather than “fishing for him” in my opinion. What are your thoughts on the topic of the efficacy of leadership coaching in organizations?