Sidestepping These Four Common Mistakes of Leadership Development Programs

leadership_development

In our 25 years of providing leadership training I have come to realize all too many leadership development programs fail to match training with real world business context and changed behavior. I have often wondered why all training of any kind doesn’t extend beyond “feel good, why can’t we all get along” methodologies. This is important. All training has to encompass:

  • Execution
  • Accountability
  • Authenticity
  • Resilience
  • Engagement 

Mckinsey has created four common mistakes to avoid that will help you create more capable and resilient leaders.

“Becoming a more effective leader often requires changing behavior. But although most companies recognize that this also means adjusting underlying mind-sets, too often these organizations are reluctant to address the root causes of why leaders act the way they do. Doing so can be uncomfortable for participants, program trainers, mentors, and bosses—but if there isn’t a significant degree of discomfort, the chances are that the behavior won’t change. Just as a coach would view an athlete’s muscle pain as a proper response to training, leaders who are stretching themselves should also feel some discomfort as they struggle to reach new levels of leadership performance.

Identifying some of the deepest, “below the surface” thoughts, feelings, assumptions, and beliefs is usually a precondition of behavioral change—one too often shirked in development programs. Promoting the virtues of delegation and empowerment, for example, is fine in theory, but successful adoption is unlikely if the program participants have a clear “controlling” mind-set (I can’t lose my grip on the business; I’m personally accountable and only I should make the decisions). It’s true that some personality traits (such as extroversion or introversion) are difficult to shift, but people can change the way they see the world and their values. […]”

Read full article Why leadership-development programs fail | McKinsey & Company.

Hire Jim Woods, speakers, leadership, consultant, hr, innovationJim is president of InnoThink Group and Leadership Matters.  He is a leader in workplace learning, productivity, performance, and leadership training solutions. For over 25 years, we have helped companies improve their performance, productivity, and bottom-line results.

Contact us See a partial list of Jim’s clients. Hire Jim Woods to Speak  | Follow us: Facebook | Follow us: Twitter | Skype ID – jim.woods79 http://www.innothinkgroup.com

About

Jim Woods is president of The Jim Woods Group. A management consulting firm. Go here to see his work www.jimwoodsgroup.com. He advises and speaks to organizations large and small on how to increase top line growth in times of uncertainty and complexity. Some of his speaking and consulting clients include: U.S. Army, MITRE Corporation, Pitney Bowes, Whirlpool, and 3M. See more at his website www.jimwoodsgroup.com.

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Posted in Leadership
One comment on “Sidestepping These Four Common Mistakes of Leadership Development Programs
  1. […] similar to all business fads. They aren’t new. Long before consultants H. J. Heinz founder of Heinz foods for example didn’t have to write a treatise on doing what is essentially just good business. […]

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