Did you know that over $60 billion is wasted every year on ineffective training and development activities that don’t make a difference. It’s not working!
Why? Your traditional training methods offer …
1. Managers are being force-fed formulaic, one size fits all, put-in-a-box, copy-cat methods of leadership development in the name of best practice.
2. There is mostly an emphasis on checking off learning points. Copying someone else’s ‘three-step formula’ for leadership success is an act of followership, not leadership. Because it worked for someone else does not necessarily mean it can and will work for you in your setting or environment.
3. This formal approach to leadership training has no follow up built in. implementation requires follow up.
4. High-performing managers are bored to death with the monologue force-feed method that has no relevant engagement.
5. It’s only a one approach: training
You need:
1. A customized dynamic learning environment where you can grapple with leadership principles from several different angles.
2. An approach where the emphasis is on results and value.
3. Where there is follow up over time for sustained results.
4. Where the customized approach is designed for you, the high performer, to be engaged on many levels.
5. An approach that is hybrid, offering best practices of coaching, peer coaching, facilitation, accountability, results tracking to measure ROI, check-ins, manager involvement, among a few.
6. It needs to be practical, measurable, flexible and powerful.
Marshall Goldsmith says: Great leaders encourage leadership development. By openly developing themselves.
Message me if you’re interested in leadership development that is based on the best practices of applied leadership development, focused on getting practical results, and on engaging high-potential managers and leaders the way they learn best.
