Why Leadership Development Fails or When Ads Subtract
Yesterday, I sat down at my computer to catch up on the latest news, I opened up my web browser and clicked on an article. In less than a nanosecond my screen was filled so many ads that I could not decipher article from the ads. So I decided to close the ads inserted in between the paragraphs because it was so distracting. A I attempted to click on the ‘x’ in the upper right hand corner of the ad to close it, I was instantly pushed to web page for that advertiser. Yes, an ad for something I had previously searched.
I went back to the homepage and clicked on another article, which led me to a slideshow. A slideshow in which I had to painstakingly click through the list of ten that I could’ve read in less than a minute. Each click changed the page, the placement of the arrow button, the image, and the multitude of ads that were being served up on my screen. While clicking through the list, a 30-second video ad popped up that I could not stop or advance.
At this point, I am feeling controlled, manipulated, and angry. I shut down the article, the web page, and my computer, grabbed my tablet and read a book.
When is Enough…Enough?
Orwellian? You bet, however it did get me asking myself a few questions:
- At what point is enough, too much?
- When does an attempt to draw you in, drive you away instead?
- At what point does your intention to add to a persons’ experience actually diminish their experience?
You might be asking yourself…and what in the world does this have to do with Developing and Educating Leaders? Actually a lot!
Some organizations take a very similar approach when it comes to developing their leaders. The idea is that the more courses and classes they can offer, the more effective the development of their leaders will be. And yes, while it is better to offer too many courses than no courses at all, there is a point where more is too much and the laws of diminishing returns cause organizations to fail in the area of leadership development.
6 Organizational Leadership Development Traps:
- Inundating their leaders with so many options, some of which hold conflicting concepts, that they fail to embed a singular leadership model into their culture.
- Creating training programs that are rooted in theory and outdated models which have no basis in the reality of what a leader experiences today.
- Failing to intentionally create congruence between the programs resulting in a “training du jour” mentality.
- Failing to hold leaders accountable for improving the way they lead after the program. Therefore diminishing the learning and the impact of the program.
- Judging the impact of the program on the feedback sheets collected immediately after the program (when people still feel good).
- Failing to follow-up days, weeks or months later to see what’s improved about the attendees leadership.
Organization spend 164.1 billion dollars a year on training with the idea that the more is always better. I once heard a V.P. of Training & Development boast that they offered offer 500 different training courses…and they would be adding more!
6 Questions To Ask Yourself About Your Leadership Development:
- Is our leadership development process about training our leaders or are we educating them (we train animal, we educate leaders)?
- Do we have a series of programs and workshops that teach theory and build skills the leader can start using the moment they walk out of the class?
- Does our overall leadership development plan consist of a multifaceted process that embeds the learning into the leadership culture over time?
- Will our leadership development process teach leaders how to develop the leaders below them?
- Do we have a system in place to follow up after the programs to measure the impact (R-O-I) of the time, money, and energy spent on the course?
- Have the people who are developing our programs and leaders actually ever led anyone? In others words, is it based on what they think or what they’ve done?
3 Options You Can Take:
- Learn more about our 7-month Leadership Development Program based on my latest book, The Art of Leading, Coaching, & Influencing Others ®
- Have a conversation on how you can start transforming the way you educate and develop your leaders click here.
- Keep reading to hear straight from the horses mouth how the our program has impacted a few leaders…
- “I have been in the business world for many years and most leadership training comes with predefined goals and suggested steps for success. Joe works with the team to help them understand what is unique to each member and the team as a whole so that they can see what is getting in the way of their success. This was the most worthwhile leadership training I have had in my 30+ years. – Greta Tarar – Senior Manager, American Airlines Group – Information Technology
- “The Art of Leading Coaching & Influencing Others ® Program has prepared the Leaders of our company for the future. As a result of this program our leaders think strategically and more like owners of the company instead of employees. They lead more effectively and the walls that used to separate individual departments have dissolved. This Investment far outweighs the benefit from any equipment we’ve purchased over the years.” – Mark Fultz – Vice President of Operations – Able Steel Fabricators
- I had the privilege of being a part of The Art of Leading, Coaching, & Influencing Others ® Leadership Development Program. It changed the way I lead! Joe encouraged me to become an Intentional Leader. The entire program was so insightful and impactful! You will come away changed! – Mary Wootton – Human Resources Manager – Kinross Gold USA
So which option will you choose?