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Stop failing the next generation of leaders

Posted by: Joyce Matthews   |   No Comments   |  Posted on: May 19, 2015

leaders

“75% of Leadership Development programs are not very effective”

That means 3 out of 4 leadership programmes don’t provide leaders with the skills they need to lead.

We all know the leadership development programmes which have been a waste of money, don’t we? You know the ones; your staff have come back from the training course and don’t do anything differently. They still won’t step out of their comfort zone.

Oh yes, they know all about leadership theories and styles and have done all sorts of inventories and tests which tell them all about themselves. They’ve been labelled, categorised, and come back with all sorts of workbooks. Yet nothing changes. They’re still not ready to “step up”.

Guarantee your programme is different

If you’re involved in the business of developing leaders, you can make your programme the one in four that’s successful. These 4 simple steps for designing each leadership development session guarantee your future leaders will develop the leadership behaviours you need.

  1. What – Decide what they need to know? Have one key message per session – less is more. What knowledge and experience do they have already you might be able to build on? What new knowledge or information will help them to ‘step up’? How will you create the right experience for them to gain new learning? What will you do to help them to think critically about this experience?
  2. Why – For what reason do they need to know this? What will your organisation gain from their understanding? What is the tested research, theory, evidence or data behind this knowledge? What will they understand by knowing this? How does this change their thinking, attitude or behaviour?
  3. How – What techniques or skills will they need to implement this new knowledge and understanding? How will the skills link together? What processes will they use? How can it be integrated into what they do already? What competencies will they build? How can you build in opportunities during your session for them to practice these skills? How will you create a practice situation for them to apply their new learning?
  4. Apply – How will they integrate this into the job they already do? What will change in their practice? How will they apply their new knowledge, understanding and modified skills or behaviours into their work situation? What will they do first? How will their behaviour change? How will you and they evaluate this learning?

It’s a tried and tested theory

Why will these 4 steps lead to the guaranteed success of your leadership development sessions? Because for those of you who recognised the 4MAT learning method, you’ll know that it’s a process to help anyone to learn anything. It almost sounds too good to be true. It isn’t; it works because it’s based on David Kolb’s research into how adults learn effectively. We know profound learning only takes place only when all 4 steps are followed. We also know profound learning results in changes in behaviours, and that’s what you want, isn’t it?

Plan for success

Whether you’re planning to send your staff on leadership training or facilitate it yourself, be sure your programme works.

Follow the simple formula to guarantee your programme isn’t in the 75% that fails our next generation of leaders; give your leaders the skills to step up and lead the moment you need them toleaders

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