TrainingIndustry.com says that the leadership training market is a $370 billion global industry.
There is almost an endless amount of curricula a leadership development course could incorporate from an endless supply of vendors. Everything from emotional intelligence, coaching, and mentoring programs to teamwork and employee engagement. There are programs on strategic planning, project management, and financial acumen. Now include, the HOT topic of Diversity, Equity, and Inclusion, this is a highly important topic often tossed into the one-size-fits-all leadership programs – and subsequently destined to fail.
While many might argue that the components or capabilities of leadership are similar across people and organizations, leadership development simply doesn’t work without a clear contextual understanding and cultural backing.
So many programs, so little making an impact.
Then there’s the matter of engagement and buy-in. Assuming your leadership development programs are structured brilliantly, a recent Gallup report states:
There’s one thing we know for sure – for high-talent, high-performance individuals, the lack of solid, well-designed development opportunities is a deal-breaker. Your talent won’t wait around for your organization (or L&D) to get its act together.
So the question on the table is: How can L&D think outside of the traditional leadership development box to help leaders develop and thrive in the workplace of today? How can we adjust our thinking to incorporate (unpopular opinion) less reflection and theory and more “roll-up your sleeves” action?
Join us on Friday, April 29, and let’s hash out a better way to get leaders