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Why leadership-development programs fail

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https://www.mckinsey.com/featured-insights/leadership/why-leadership-development-programs-fail

mckinsey.com

Why leadership-development programs fail
For years, organizations have lavished time and money on improving the capabilities of managers and on nurturing new leaders. US companies alone spend almost $14 billion annually on leadership development. Colleges and universities offer hundreds of degree courses on leadership, and the cost of customized leadership-development offerings from a top business school can reach $150,000 a person.

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Leadership Development

Leadership development is viewed as a current and future priority. Despite efforts to produce and nurture new leaders, only 7 percent of senior managers think that their companies develop global le...

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Overlooking context

Many training initiatives assume that the same group of skills or leadership styles are suitable without considering the strategy or organizational culture of a company.

An excellent lead...

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Separate reflection from real work

Companies face a challenge when it comes to planning the program's curriculum.  Adults typically retain only 10 percent of what they hear in classroom lectures, but nearly two-thirds when they...

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Underestimating mindsets

Becoming a more effective leader means addressing and changing underlying mindsets. It often requires identifying some of the deepest thoughts, feelings, assumptions, and beliefs that are too often...

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Failing to measure results

Many companies understand the importance of developing leadership skills but do not quantify the value of their investment.

Evaluation of leadership development can include:

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    SIMILAR ARTICLES & IDEAS:

    “The biggest risk is not taking any risk. In a world that is changing really quickly, the only strategy that is gu..."

    Mark Zuckerberg, CEO of Facebook

    Skills Needed In Digital Leaders

    • Work together, complement each other, and function as a team.
    • Able to operate on and enable environments that are more dynamic, team-centric, and connected.
    • Lead and build teams and partner with the broader ecosystems, keep people connected and engaged, and drive a culture of innovation, learning, and continuous improvement.
    • Lead a workforce that includes contractors, the contingent workforce, and crowd talent.
    • Understand how different business functions, industries, and technologies come together to form solutions.
    • Comfortable and competent with risk-taking.

    Demographics And Leadership Destiny

    Millennials expect to be developed via opportunities, mentoring, and stretch assignments. However that is hard to come by in top-heavy companies. 

    Most millennials think their roles provide little development while most companies report they have excellent or adequate programs for Millennials.

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    Curiosity leads us to generate alternatives

    Curiosity leads us to generate alternatives

    When our curiosity is triggered, we are less likely to fall prey to confirmation bias (looking for information that supports our beliefs rather than for evidence suggesting we are ...

    Curiosity and innovation

    Encouraging people to be curious generates workplace improvements.

    When we are curious, we view tough situations more creatively. Studies have found that curiosity is associated with less defensive reactions to stress and less aggressive reactions to provocation.

    Reduced group conflict

    Curiosity encourages members of a group to put themselves in one another’s shoes and take an interest in one another’s ideas rather than focus only on their own perspective.

    Thus, conflicts are less heated, and groups achieve better results.

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    Understand Your Performance Evaluation

    Find out if your performance evaluation is according to what you understand. Identify your goals and key performance indicators with your manager, and discuss accordingly.

    Solve your Blind Spots

    Ask for feedback, learn from it and adjust your performance (or behavior) according to the areas of improvement that you get to know from others.

    Example: After giving a presentation, talk about what went well and ask if there is something that you could have done better.

    Keep a Journal

    Keeping a journal with a record of your learnings and feedback (areas of improvement) can keep us on the right path, and speed up our progress, and learning too.

    Listing out 5 or 10 areas of improvement and tracking the progress in weekly or monthly reviews is a great way to develop your career.

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