Going beyond Leadership Development Programmes

In the dynamic world of business, it's clear that investing in programmes alone won't create enduring change within a company's leadership culture. How often have we witnessed eager leaders return from development modules only to find their newfound skills clash with the reality of their workplace?? ? ?

Each year, organizations worldwide allocate billions to leadership development programmes, yet achieving genuine success demands a much more holistic approach. As we move into 2024, it is widely recognized as the pivotal year for prioritizing leadership development, and with the global economy not at its best, we need to invest wisely.

Too often, the expectation is that a one-off programme can single-handedly address and enhance leadership within organizations. Yet in reality there isn’t ONE solution; leadership development takes time, dedication and a bigger picture approach.? ?

"Leadership development programmes are no panacea. Without effective implementation, these programs often fail to pay off. But?when done right, they can help both today's leaders and the leaders of the future to grow, engage, and flourish." HBR? ? ?

Unveiling the Missing Piece: Role Modeling Leadership??

Role modeling emerges as a critical yet frequently overlooked aspect of leadership development. From senior executives to rising leaders, everyone bears the responsibility of good leadership within a company. For example, when senior leaders focus solely on managing impressions upwards and overlook their teams, this pattern can permeate the entire organization. Other common habits can include the absence of regular one-on-ones, the reluctance to admit mistakes, and the failure to collaborate across silos. which significantly contributes to shaping the dominant leadership culture. I have witnessed an entire senior team change yet the same behaviours remain because everyone around them stayed the same.

"What leaders pay attention to, role model, teach, and reinforce will have a significant influence on the organizational culture." Edgar Schein

Leaders must be able to do as they say and be advocates of great leadership, ensuring that beautifully crafted values and principles find daily expression in their actions, not just their words!

Leadership Development: Beyond ticking the box? ?

Developing leaders isn't a checkbox activity. It demands commitment for continuously developing people. One Executive SVP that I worked with this year, was awesome at this; he actively participated in developing high-potential leaders. He saw that it was his responsibility to develop internal talent and he was prepared to take time away from his incredibly busy schedule to do this, because to him, it’s part of the job. His behaviour gave the up and coming leaders a boost and a clear message that leadership and their development, is important. A true role-model.

I have also seen the negative impact where an organization's leaders sponsored a high potential programme in name only. Failing to turn up for modules due to time pressures, reluctant to share their personal stories and clearly sending a message that there was a lack of interest in their future leaders.?

?"There's just one way to radically change your behavior: radically change your environment." Stanford's Behaviour Design Lab?

Steps Towards a Comprehensive Leadership Development Strategy:? ?

1. Define Leadership: Tailor your definition to your company's ethos, whether through leadership principles like Amazon or by embracing Microsoft's empowering "Model, Coach, Care" framework.?This sets your guidelines for leadership and you can refer to this from recruitment to development and promotion.
2. Role Modeling & Feedback: Emphasize the importance of leaders embodying desired behaviours and actively seeking feedback to gain greater self-awareness for trust and growth.? Feedback is ongoing and it's important to act upon and not dismiss it or you risk losing trust. Remember that 95% of us think we are self aware and only 10-15% actually are, Tasha Ulrich.
3. Continuous Development: Acknowledge that leadership development is an ongoing journey that requires a multifaceted approach to sustaining change. This can include leadership learning journeys, leadership surgeries communities of practice, mentoring, book clubs, online learning, nudge actions, coaching and inspirational input.? Coaching is a rapidly growing option for individualised leadership development and the ROI is phenomenal. (70% of individuals who receive coaching benefited from improved work performance). I will dedicate a whole newsletter to this because there is a lot more to add!
4. Recognize and Reinforce Leadership: Celebrate effective leadership and refrain from promoting high performers into people leadership positions, who have shown they are unable to lead a team, but are fantastic individual contributors. Be sure to support leaders who are not living the behaviours. Share stories of great leadership and be sure to regularly recognise leaders in a way that works for them. ?
5. Align Systems and Processes: Ensure organizational systems align with leadership values and goals to avoid mismatches.? One obvious example is rewarding individual performance only, when collaboration is a key behaviour for success.

Never stop doing leadership:? ?

Warning! You may read this newsletter and think, you are doing all this already. However, you never stop “doing” leadership. Recently I've met leaders who say “We've done all that” and further enquiry finds engagement scores with 100′s of leaders below global benchmark, the attrition data and sick leave for employees is terrible or the interview 360 I conducted tells a shocking story of ineffective leadership.

Taking steps to create an environment and culture that supports and amplifies good leadership, enabling them to continuously grow and develop will have a big impact. If you want to unlock the potential of your organization and the people within, then there is no better place to start, then working holistically with your leadership.

Liz Rider is an Organizational Psychologist, thought Leader on Leadership, LinkedIn Top Voice on Leadership and Former Global Head of Leadership. Liz has a strong career working with large multinationals around the globe. Her mission is to enable people to thrive in our companies, unleashing the true potential through people first leadership.?

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Let's take Leadership to another level. Book a free 30 minute call.?

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