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Why leadership-development programs fail

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 learn by doing. 

The answer seems straightforward: tie leadership development to real on-the-job projects. While it is not easy to create opportunities that simultaneously address high-priority needs, companies should strive to make every major business project a leadership-development opportunity as well.

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Why leadership-development programs fail

Why leadership-development programs fail

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

mckinsey.com

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Key Ideas

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 leaders effectively. Around 30 percent of US companies admit that they lack enough leaders with the right capabilities.

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 leader in one situation does not necessarily perform well in another. Focusing on context means equipping leaders with two or three competencies that will make a distinction to performance, rather than a list of leadership standards that is of no specific benefit.

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 learn by doing. 

The answer seems straightforward: tie leadership development to real on-the-job projects. While it is not easy to create opportunities that simultaneously address high-priority needs, companies should strive to make every major business project a leadership-development opportunity as well.

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 sidestepped in development programs.

For example, successful adoption of the value of delegation and empowerment is unlikely if the program participants have a “controlling” mind-set.

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:

  • Participant feedback that includes set targets.
  • Assessing the extent of behavioral change. Perhaps by a feedback exercise at the start of the program and again 12 months later.
  • Monitoring of participants' career development after the training.
  • Monitor the business impact. It might include cost savings or increased sales. Or, comparing the average productivity of participants' teams before and after a training program.

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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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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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