7 reasons why many leadership programs fail to deliver….

Sometime back, I got a call from the HR head of a company

He said?“We need to conduct some leadership sessions. Can you suggest some topics?”

I replied?“Sure, what are your exact requirements?”

“Nothing specific, just suggest some topics”?he responded

I paused for a moment and said?“I don’t work that way. I need to know what your needs are, so I can determine whether I can serve you or not”

“I have some budget this year for leadership programs. That’s about it.”?He said

Now he was being honest...

But it was clear to me that he was not the type of client I was looking for..

Something fundamentally was missing for me

The INTENT

..The intent to invest in people’s development because you know it’s the right thing to do

..The intent to help your people grow and succeed

And that for me, is?one of the biggest reasons why so many leadership development programs fail to deliver

But that’s not the only reason….

Based on my experience as a coach and leadership facilitator, I have come up with 7 reasons why such programs fail or have limited impact

7 elements which are missing….

Here they are….

1. The intent is missing

I am repeating this here, since this to me, is?at the core of everything

Many organizations run leadership programs purely for the sake of it

It's like a?“tick-in-the-box”?activity for them, but nothing really changes on the ground

The true intent to focus on people development and growth is missing

Some organizations think learning and development is an?optional activity?to be carried out, only when they have time and budgets

And I somehow stay clear of such organizations

Personally, I work with leaders who truly believe in personal and professional development both for themselves as well as for their teams

2. The investment is missing

Intent has to be backed with investment. Period

You could have all the right intent, but if you are not ready to invest resources, then nothing will change

Ofcourse, resources are and will always be limited,?but when budgets dictate the choice, frequency and quality of such programs, then they may not be effective

Infact, I recollect one L&D manager asking me for my?“best and final quote”?after I had shared my proposal with her

My response to her was swift and simple?“My commercials are high because I truly believe I deliver high value. This is the only quote you will get from me. I don’t lower my prices”?

3. Fresh perspective is missing

Many organizations have internal resources to facilitate leadership development

That is a good approach to develop internal capabilities and reduce external dependencies

However, that sometimes?limits the possibility of challenging the status quo and bringing in fresh and new external perspectives

If you are part of the system, you know how things work and will have little incentive to challenge

Many a times, what leaders really need is a fresh perspective and a new way of thinking

And that's why, I try to bring in that different point of view by challenging your thinking - be it coaching or leadership facilitation??

My sailing experience as a Ship's Captain,?corporate experience as an investment banker and consulting experience as an entrepreneur allows me that unique vantage point??

4. Segregation of roles is missing

Managing Learning & Development (L&D) as a function and designing/delivering leadership programs is NOT the same

These are separate and unique skills, but some organizations don't have that clear segregation

In such organizations, L&D managers themselves deliver such programs

That can still work, but keep in mind that L&D managers may or may not always be?most suited or qualified?to facilitate leadership development programs

5. Application is missing

This is a big, big one in my opinion

Learning has to be backed by application and by practice

If you don't provide the right opportunity to apply, test and course-correct with feedback, then learning effectiveness is reduced or lost completely over time

Nothing will change on the ground

That’s why I make sure that when I design learning interventions, there is a process to follow-up and practice to reinforce the learnings

6. Accountability is missing

In many leadership programs,?what happens afterwards is NOT very clear

Sometimes, you attend a one or two-day workshop and that’s about it

Who is accountable for the follow-ups, application of learning and regular check-ins is not very well defined-whether it is the individual, the line manager or the L&D manager??

This lack of clarity impacts long term effectiveness of learning

7. Personalization is missing

Look....

You and I are two different individuals

We have our own dream and desires, our own fears and frustrations

Similarly, every leader has individual development needs, goals and aspirations

There is obviously merit and economy in scale, no doubt about it

But if leadership programs don't offer?some level of personalization, then they have limited impact

There you go....

Those are the key elements which are usually missing and may reduce the impact of leadership programs

So go back and reflect

1) Are any of the above points applicable, when it comes to leadership development in your organization ?

2) What else, in your opinion, could be a reason for the limited?impact of such programs ?

I would be interested to know about your experience and views, so keep writing

Till then

Stay safe and stay healthy

Have a great week ahead!

Harsh

www.harshjohari.com???

P.S.?

1) For all those who have recently joined this community, my previous newsletters are available here (My Blog). I strongly encourage you to take some time out to read some of the articles and engage in the reflection at the end of each article. It will be like a a self-paced coaching exercise for you

2) PLUS, whenever you are ready to take the next step for your personal and professional growth, you can book a short exploratory call here (Book Your Call)