Why leadership-development programs fail
Sidestepping four common mistakes can help companies develop stronger and more capable leaders, save time and money, and boost morale.
January 2014 | byPierre Gurdjian, Thomas Halbeisen, and Kevin Lane
1. Overlooking context — one size does not fit all leadership environments
2. Decoupling reflection from real work — by coupling reflection with real work.
3. Underestimating mind-sets — it is necessary to change perceptions to effectively and sustainably change behaviors
4. Failing to measure results — business performance measures are critical to the credibility and success of all leadership-development programs
The bottom line is that companies should maximize their opportunities for leadership development using real projects as opportunities to develop leadership skills over time. Feedback and tracking business performance along with personal growth measures of individuals are essential infrastructures that help leaders understand their success and failures as well as offer future guidance. Leadership-development programs that gauge success and make necessary adjustments are critical to successful behavioral changes, including changing perceptions of mindsets, necessary for strong leadership.
This article from McKinsey & Company is a good read for all “leaders.”
For full article: Why leadership-development programs fail
