What Leadership Training myths do you need to unlearn?

Leadership development is a journey, not a destination. It's an ongoing process of growth and refinement that requires continuous learning and practice. While a single training session may provide valuable insights, true mastery of leadership skills requires consistent effort, feedback, and iteration. Similarly, further training may be required as individuals progress and advance in their leadership capabilities. As a wise man once said, the teacher appears when the student is ready. Let's embrace the idea that leadership is a lifelong pursuit, and commit to investing in our development every step of the way

Unlearn myths like "leaders are born, not made," which overlooks the impact of training and development. Challenge the belief that leadership is about authority rather than influence and collaboration. Dispel the notion that effective leaders must always have all the answers, recognizing instead that listening and learning are crucial. Embrace the idea that leadership skills can be developed through experience, feedback, and ongoing learning.

Leadership skills and as leaders it is continous learning and being consistent in upscaling and upgrading, receiving feedback and re-evaluating. Leadership development is a journey so learning unlearning and relearning must go on.There is a very famous myth Leaders are born NOT made.. Please you need to be carved and shaped by mentors, coaches and as they shape you so leaders are made everyday.

Unlearn that training is a nice to have when your budgets allow. The best organisations and leaders I know get that the ROI of effective training far outweighs the time and costs

Unlearn the myth that leadership training is a one-size-fits-all solution. Instead, recognize the need for personalized development plans. Also, debunk the notion that leadership training is a one-time event; it requires ongoing support and reinforcement for sustainable growth.

Every leader, much like every individual, is unique, with their own strengths, challenges, and aspirations. Effective leadership training recognizes this diversity and offers tailored approaches to meet individual needs. From personalized coaching to customizable learning paths, we must embrace the idea that leadership development is as diverse as the leaders themselves. I believe that it's time to move beyond cookie-cutter solutions and empower leaders to thrive in their own way.

The idea that one size fits all in leadership training fails to account for the unique qualities and needs of each individual leader. Leaders have different areas of expertise and points of improvement. Training must be tailored to enhance their specific strengths and address their weaknesses.

Every leader is unique, with different strengths, challenges, and preferences. A one-size-fits-all approach to leadership training overlooks individual differences and may not address specific development needs effectively. In my experience one to one coaching answers this need and brings transformational results. I advocate for customized training programs that cater to the diverse needs of leaders. Tailor content, delivery methods, and coaching approaches to align with individual learning styles, career aspirations, and organizational context. By taking ownership of their development journey, leaders can pursue targeted learning experiences that resonate with their individual needs.

I believe the best leadership trainings offer a variety of angles to the same challenge and leave room for people to connect, share their own experience and practice.

To advance Diversity, Equity, and Inclusion goals, we need to unlearn myths surrounding leadership training. One myth is that leadership is one-size-fits-all. Tailor training to individual needs, cultural backgrounds, and trauma-informed approaches. Another myth is that diverse leadership is merely symbolic. Embrace diverse perspectives for innovation and effectiveness. Lastly, debunk the idea that leadership is innate. Provide inclusive and trauma-informed development opportunities for all, fostering a diverse leadership pipeline and ensuring a supportive environment for everyone.

While theory provides a conceptual foundation, real leadership development occurs through practical application and real-world experience. Programs should balance theory with hands-on practice.

I believe leadership theories are great frameworks but how we each apply them is based on so many factors including our environment, the industry we are in, our personalities and communication style, our teams, etc. In essence we are each unique in our leadership because all though there may be very good theories out there, our application varies and even with the theory, often the circumstances we face require us to tweak the theory to be applicable. Therefore, the best leadership training is really the mix of experience, self-reflection, good mentorship, feedback and placing yourself in as many opportunities to challenge yourself and your leadership as possible. In the end, our leadership is built on our actions and decisions.

An amazing concept to reference here is vertical development. At some point, leaders don't need to know more theory or learn more skills but they need to grow their mindset, developing more complex and sophisticated ways of thinking. Enduring Human Capabilities are also an interesting factor to consider.

There are several factors to consider when designing an effective leadership training program that balances theory and practice: Blended Learning: Combine lectures with practical exercises for comprehensive understanding. Real-World Scenarios: Use roleplays and simulations to test skills in realistic contexts. Feedback & Reflection: Offer constructive feedback and encourage self-assessment. Peer Learning: Promote collaboration, knowledge sharing, and peer coaching. Customized Content: Tailor the program to address specific needs and organizational culture. Continuous Learning: Provide ongoing support and resources for further development.

Leadership is far more than theory. Leadership is about action, inspiration, and impact. Training should be focused on experiential and responsive education and tools for implementation. It should also include resources to utilize and execute, mistakes to be made, successes to be created, and learnings to grow from all. Leadership is action.

Leadership isn't confined to a title or position. It's a mindset and a skillset that anyone can cultivate. Regardless if you're a frontline employee, a team member, or an aspiring leader, leadership training offers valuable insights and tools for personal and professional growth. Even when not in a traditional leadership position, we can exercise our leadership capabilities and qualities in the way we deal with our internal and external stakeholders. This greatly improves efficiency, promotes company culture, and if anything, is just good practice. Lastly, it is worth noting that there are different types of leadership, and it is important to know which type works best.

Five words: Bench strength and succession planning. Organizations are starving for leaders. If we hold leadership training to an ivory-tower, ticket-by-title experience, we are missing a huge opportunity to develop the next generation of leaders. Leadership training entails crucial skills that create team cohesion: trust and relationship development, ownership and accountability actions, communication and collaboration skills, and humility when inspiring others to excellence. The big question is really HOW to provide leadership skills to the entire organization supportive of organizational goals and individual employee purpose. Start with where leadership plays into each role on the job description and create training the connects the dots.

Leadership is not tied to job titles; it's about influence and impact. Leadership skills are valuable at all levels of an organization, from entry-level employees to senior executives, infact it also helps you in your personal life. Effective leadership encompasses qualities such as communication, decision-making, teamwork, and adaptability, which are relevant to employees in various roles. Leadership training for all employees contributes to a more resilient and agile organization. It creates a shared understanding of leadership principles and enhances collaboration across teams and departments. Cultivating leadership skills enables individuals to contribute more effectively to team success and organizational goals.

Die Widerlegung des Mythos, dass Führungskr?ftetraining nur für formelle Führungsrollen bestimmt ist, verst?rkt die überzeugung, dass Führung eine F?higkeit ist, die auf jeder Ebene einer Organisation kultiviert werden kann und sollte. Indem wir Führung als Verhaltensweise und Denkweise verstehen, erkennen wir die Bedeutung, jedem die Werkzeuge und das Wissen zur Verfügung zu stellen, um führen zu k?nnen, unabh?ngig von der Position. Diese Perspektive f?rdert eine Kultur der Erm?chtigung und des Engagements, die für die Entwicklung einer integrativen, werteorientierten Führung unerl?sslich ist.

Acredito que a lideran?a n?o vem com o cargo, e sim diz sobre a capacidade de liderar o que acontece ao seu redor: seus projetos, pares, chefe, sua carreira e sua vida. Por isso é t?o importante se desenvolver e formar líderes independente da posi??o.

Leadership training takes time to plan and execute but doesn't have to cost so much that one ends up doing nothing. There are resources and partners who have completed the design, and have the resources. Many companies occur great cost because they think they need to design from scratch. Whereas if you take the time to respond to the real needs of your employees you can create an intentional learning culture by making a per employee investment. You do need to budget money and start somewhere as you do for other functions striving to become better. By investing in training you are doing what only the best do - training people proactively will help you achieve success. Start somewhere and curate a learning culture.

The return on investment (ROI) from effective leadership training often outweighs the initial costs, as it leads to improved employee performance, increased productivity, and better organizational outcomes. Tailor leadership training initiatives to meet the specific needs and constraints of the organization. Customized programs can focus on high-impact areas while optimizing resources and minimizing investment & time commitments.

Die Entmystifizierung von Führungskr?ftetraining er?ffnet die Einsicht, dass wahre Führungskompetenz nicht durch einmalige Veranstaltungen oder standardisierte Programme erreicht wird. Vielmehr ist es die fortlaufende, pers?nlich angepasste Reise des Lernens, Anwendens und Reflektierens, die echtes Führungsverhalten pr?gt. Indem wir uns von der Vorstellung l?sen, dass Führungstrainings teuer und zeitintensiv sein müssen, er?ffnen wir Wege für innovative, zug?ngliche und engagierte Lernmethoden, die jedem Einzelnen erm?glichen, seine Führungsf?higkeiten kontinuierlich zu entwickeln und zu verfeinern.

I do feel like this is partly true and not a myth. Yes, Leadership training doesn't need to be expensive but it is time-consuming. And that's okay because it will have a significant RoI if you allow people to take that time. We can't say "learning is not an event" and talk about the importance of learning on the job, coaching, learning journeys and transfer without talking about the time investment. Not everything needs to be a formal training of course but we need to allow people to take the time to revisit what they have learned, to practice and to reflect. And that takes time.

Mucho más costosa es la ignorancia. Especialmente en lo que hace a la capacitación en liderazgo es una gran inversión. Pero no por motivos morales. No porque está bien sino porque las personas se emplean convencidas por un proyecto, una ilusión que el head hunter le cuenta y esboza un proyecto. Así es como alguien se une a una compa?ía. Pero luego quien mantiene ese sue?o vivo es el líder. Solo que muchas veces la compa?ía no tiene líderes sino #jefecitos que no cumplen con las expectativas que se generaron en las entrevistas. Más tarde, la persona frustrada renuncia. De manera, que la creación de auténticos lideres, personas con cualidades de servicio y orientación a las personas es una gran inversión para mantener entusiasmado al talento.

Leadership training often carries a stigma of being a dull, one-off necessity. However, this perception couldn’t be further from the truth. When approached with the right attitude and chosen with care, leadership training can be a stimulating and rewarding experience. It can be designed to be interactive, practical, and directly applicable to your work and life, making it both enjoyable and beneficial.

A Leader, helps facilitate the progress and purpose of another. What could be more fun and impactful than that? Training with that attitude in mind, opens the process to creative opportunities for engaging those in attendance.

If training is boring then it's a failing on the instructor to make it appealing, interactive, and relevant. You can't just subject people to "death by PowerPoint" and expect them to give you a standing ovation. I have personally taught some of the most mind numbingly dry topics and still found ways to make it at least relatable and bearable. Draw your target audience in. Encourage them to share personal experiences or thoughts. Sometimes you may have to coax it out of them with statement like "we aren't moving forward until someone shares..." (jokingly of course). As an instructor and teacher you have an obligation to your students to constantly improve the material as well as your "pitch". Just my two cents on the topic.

As a leader, I’ve come to realize that leadership training is far from boring when it’s interactive. The shift from passive learning to active engagement is crucial. In sessions where participants engage in role-playing, group discussions, and real-time feedback, the energy and involvement levels soar. These activities not only make the training engaging but also help build practical skills that leaders can immediately apply. Interactive learning transforms training into a dynamic experience, keeping leaders invested in continuous growth and making it enjoyable.

Siempre me remito a la valiosísima frase que he escuchado de uno de mis mentores Mario Alfonso Puig: La realidad es mucho mas benevolente que la imaginación. Esto lo aplico a todos los campos y con el que me da mas resultado es con el aprendizaje. Todo lo que creemos saber sobre los entrenamientos de liderazgo que no conocemos podría no ser cierto. Por lo que he andado en mi carrera como Mentor de Ejecutivos, observo la sorpresa y beneplácito de muchos lideres al conocer y capacitarse con las nuevas técnicas de entrenamiento. No cerremos la puerta a nuevas experiencia que nos pueden nutrir y engrandecer.

The leadership myth we need to unlearn is that training is a one-off, generic, theory-heavy, exclusive to managers, costly, and dull process. In truth, it's an evolving, personalized, action-oriented experience beneficial for all levels, offering immense value and engaging content that's directly applicable to real-world challenges.

I would say one of the biggest myth leaders have come to accept is that they need more control in their lives. In our leadership programs we show them they are creators and not controllers. This helps them take more personal responsibility for their contribution in any experience they have. It is only the increasing fear (anxiety) levels that makes people think they need more control. Counterintuitively, they need less. Otherwise, they start to run their organisations, and teams like prisons. Where rewards and punishments are handed out for good and bad behaviour. This approach is then taken home to their families where they become wardens overseeing their children. Punishing them with less play time and rewarding them with more tv.

Forget the idea that leaders needs to be brilliant at everything and have all the answers. The best leaders play to their strengths and mitigate performance risks by building high performing teams with diverse perspectives, energizers and skill sets. Understand and play to what makes you authentic.

These are common leadership training myths, but, you forget the greatest one of all: Leadership training is separate from organizational culture. Leadership training should be aligned with the values, goals, and cultural norms of the organization to ensure that leaders can effectively model and reinforce desired behaviors. This means, an organization should never buy / deliver generic leadership training. It must be bespoke and followed-up with leadership coaching that enables leaders to incorporate the theory into their daily leadership practices. It's the only way to make it stick.

Another myth highlighted in my book ‘ A Leader Like You’ regarding leadership training is the belief that a particular program is valid and reasonable to be used in another organization and yield similar results. The fact is training programs unfold within a complex set of conditions. People learn differently and at their own pace. They often respond to training based on the value index and the desired or outcome. No two organisations are the same. Training must be contextual, focused, deliberately intentional and compatible with the organization’s needs. Training must also provide a step by step implementation plan. Finally, participants must be given sufficient time to practice and assimilate and ultimately apply the new knowledge.