Leadership training is a critical part of any organization's success, but it can often fail to deliver the desired results. A low return on investment is not the only negative result of failed training initiatives. Under-the-Top Employees Become Cynical. Corporate leaders may deceive themselves into thinking that they are implementing real change through corporate education, but others in the organization know this better.
Why don't leaders understand this? For two reasons. First, many organizations have rigid structures that don't allow for the art of influencing people outside formal information lines. Second, adults usually retain only 10 percent of what they hear in classes, compared to nearly two-thirds when learning by doing. In addition, emerging leaders often struggle to transfer even their most powerful external experiences to front-line behavior change.
Companies can assess the extent of behavior change through a 360-degree feedback exercise at the beginning and end of a program. Leaders can also use these tools to demonstrate their own commitment to real change for themselves and the organization. Virtual classrooms can keep leaders connected and provide the same return on investment as face-to-face participation. Companies with transition programs to prepare their leaders to take a step forward are more than twice as likely to be in the top 20 percent of organizations in financial performance.
When it comes to program curriculum planning, companies face a delicate balancing act. Leadership training can be delivered in a variety of formats, but if the content doesn't resonate, even expert coaches may lack the inspiration to truly connect with their unique leaders. Leaders need to know how to implement what they have learned, so make sure their training provides practical steps and follow-up.Individualized training is one of the reasons leadership training fails. If you don't keep your training topics fresh and engaging, your leaders may feel that training is a waste of time as a result.
Instead of being inspired to do more, they may see training as stealing from the precious few hours they have to do their “real work”.Before real change occurs, organizations need “fertile soil”. Think of training leaders as “seeds of action” that can only flourish if their leaders implement what they have learned. We often find that companies talk about the importance of developing leadership skills, but they have no evidence to quantify the value of their investment.In conclusion, the most common definition or ultimate goal of each leadership training program is to help participants develop particular skills and cultivate certain characteristics that will help them to be good in that leadership position. If you want your leadership development program to be successful, make sure it provides fresh and engaging content, individualized training, and practical steps for implementation.
Leave a Comment