Saturday, February 27, 2021


Leadership growth comes from identifying opportunities, tailoring development and putting the appropriate level of effort into a continuous process.

A leadership development program implies 'doing things differently' as well as 'doing different things' at all leadership levels. To renew organizational energy and rejuvenate business culture, developing leaders is a crucial investment, requiring time and energy, best practices and next practices. Often it’s viewed as a luxury in today's fast-paced work environment, but it’s a strategic imperative for transformative changes. 

However, the statistics show more than two half of leadership training programs fail to achieve expected results. What are the causes of ineffective leadership development programs, do you grow the leaders or are you training managers? How to make such a leadership development program more effectively & creatively?

Leadership training programs begin with an inner passion for navigating life: Every authentic leader has an inner compass to drive them forward. Begin from the inside out and be completely honest about your fears, weaknesses, misgivings and shortcomings. Good leadership training programs require dedicated effort on the employees' behalf so they value learning in both taking and delivering leadership development training, tailor their own circumstances to build differentiated core competencies, and provide a support network to back in the "real world."

Do everything you can to build up your courage, wherewithal and confidence from the inside out. What companies need are visionary leaders who can drive transformative changes and highly skilled (hard & soft skills) managers who buy into the culture and purpose of the organization. The dull side of leadership programs is that they tend to give participants a false sense of accomplishment, entitlement and expectation. Thus, inner wherewithal, intelligence and a good mentorship program, etc, are all crucial to nurture the next generation of leaders.

Create customized leadership development plans and provide an ongoing follow-up support structure: Leadership development is costly, make leadership investments that target activities which develop "genuine" participant buy-in, respect individualism, create custom development plans, provide an ongoing follow-up support structure and set “SMART” metrics and measurement. It is about leader training for enhancing human capital, as a good leader can unlock performance, and a great leader can unleash collective human potential.

Leadership means work! Specifically identify the right minds, characters, and attitudes, and provide leadership training to high potential. Leadership programs followed by an assignment to test the application of learning in making it a success at both personal and organization levels. The future assignment post completion can help you gauge not only the effectiveness of leadership training being imparted but may add to assess 'attitude' of a person towards learning new things and building new competencies. You can do all of the training you want to do, but if you don't let people get some practical experience at leading, they don't get to apply what they learned to strengthen leadership muscle.

Blended training options to leverage formal and informal training: Everyone is different so the “classroom” alone for leadership development is not enough to make lasting changes and get a good RoI. Informal learning has always been happening but only now are organizations looking to leverage these conversations, creating a knowledge sharing culture and changing the scope of leadership development.

Leaders not only learn themselves but also advocate a culture of learning. They need to be innovative and really consider where there is value and real learning within an organization. Coach, mentoring, on the job hands-on experience are the best forms of learning. Inspirational leaders are change agents and innovative culturists. For senior leaders and talent managers: How to be change agents on their own? how to cultivate digital culture, not only through one size fitting all formal training, but also through informal engagement and participation.

It’s understandable that leadership development and talent management should always be one of the top priorities in business strategy. Leadership growth comes from identifying opportunities, tailoring development and putting the appropriate level of effort into a continuous process. Guidance and assistance along the way is critical, however, it is often missed or under emphasised. You can become an effective leader if you put constant effort to nourish human instincts and nurture creativity.


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