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TOPIC : Is leadership training dead?
BIG IDEAS:
- creating a learning experience without training/teaching people
- training gives people a chance to not take responsibility - they are following the training
- people are happy after a training, but change long term is limited
- attempt to get manager and HR involved in training, but it didn't work
- clients/customers want training, but don't take the time to reflect on what they need
- time is a barrier to implementation of oversight of training
- Peter Principle -- people rise to the level of their competence
- great individual contributors don't always make great leaders
- leadership is nuanced and doesn't follow a checklist
- training doesn't personalize the learning to where/who they are
- provide the spark, get people more emotionally involved in the change
- connecting the theory, to the emotions, to create the behavior change
- leadership is the state of being a leader, not a skill
- bringing the manager in was an attempt to reinforce the training
- making leadership experiences voluntary versus obligatory
- internally motivated learning is more impactfulÂ
- letting go of agendas and objectives -- some structure, but give space for what arises from the participants
- leadership can't be taught, but it can be developed
- humans and leadership are too complex to be taught
- leadership has an emotional component
- getting stuck in what you're supposed to do, rather than reading the "room" and adapting to the situation in front of you
- letting go of the idea of needing "tools" as a leader
- internal motivation of being a leader
BOOKS MENTIONED:
- The Power of Moment, Chip and Dan Heath
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