Effective Leadership Training Program
In a world driven by external events, technological advances, and general paradigm shifts, the only constant for leaders is change. To combat this situation, a great help would be continuous learning.
There is so much reading required today. Today’s leaders have a wide range of priorities, need to manage volatility, be creative thinkers, and much more. Organizations that understand the importance of learning ensure their sustainability.
Leadership Development
Leadership development is a huge industry and companies around the world spend over $60 billion a year on executive leadership programs [1]. However, the benefits are not always clear. Managers often wonder what these programs are benefiting their organizations and whether these studies are doing anything. Does the learning experience change the participants, and if so, how long is it sustained?
Several studies show that under the right circumstances, leadership development can have a positive impact. Let’s examine some of these effects:
- Participants saw a 25% increase in their learning and a 20% improvement in performance.
- They showed about a 28% improvement in leadership behavior and an 8% increase in bottom line performance.
- Organizations that foster a culture of leadership training are 4.2 times more likely to outperform their competitors financially.
- About 75% of workers leave their jobs because of poor pay and four out of 10 are fired; these limitations are overcome and organizations can enjoy nearly a 25% increase in results due to higher engagement and retention.
Key Features of an Effective Leadership Development Program
Research done by Harvard Business Review found that about 10% of corporate leadership training costs yielded tangible results. To address the gap between costs and results, the following factors can increase the benefits of such training:
Focusing on the Total Development of Stakeholders
Leadership development is not about acquiring specific intellectual skills but involves learning broad skills. This includes self-awareness, resilience, adaptability, and more to meet the challenges faced in an evolving business environment. The selected training programs should ensure that the participants change not only their business performance but also their whole personality to ensure personal and professional growth.
Providing Opportunities for Reflection
An important aspect of effective training is to ensure that participants have the opportunity to take a break from their daily routines and reorganize their lives, themselves and work. The training should give the participants an opportunity to reflect and encourage them to determine their purpose. Such breaks encourage participants to find meaning and work towards achieving their personal and professional goals through innovative and strategic thinking.
Acknowledging and Addressing Psychological Barriers
Many people are hesitant when it comes to engaging in self-improvement programs, and this is especially true for those people who exhibit high self-esteem. Although having a high sense of self is not bad, such leaders may be vulnerable and may not be willing to grow. To overcome such obstacles, companies must manage expectations about learning outcomes and provide leaders with programs that are relevant to their goals. Additionally, organizations must foster a work culture that encourages development and learning to overcome any psychological barriers.
Ensuring Long-Term Sustainability
Research proves that changes caused by single events are often not sustainable in the long term. Often, as people adapt to new realities, short-term improvements do not always result in long-lasting changes. Measuring short-term development is easy; However, companies must ensure that the chosen leadership programs are effective over time. This requires ongoing interventions and reminders to ensure continued participation and long-term habit development.
Reducing Chronic Stress in Participants
Successful executive leadership programs provide participants with a new direction and focus. This can help reduce the stress they experience. Many leaders are unaware of their burnout and a development program can re-energize them, thus enabling them to return to their daily tasks with renewed energy and enthusiasm.
Organizations are more likely to focus on independent evaluations and performance outcomes when justifying significant investment in leadership development. However, some of the best programs lead to increased happiness and deeper growth, bringing meaning and vitality to participants. This is especially true when companies struggle to maintain employee engagement while facing a myriad of domestic and global challenges. Leadership development in such adverse situations promotes well-being and drives employee performance and retention.
The conclusion
Companies should focus on testing multiple, short-term, low-cost and time-consuming programs to achieve better results. Without effective implementation, leadership programs may fail.
References:
[1] What To Look For In An Executive Coaching Training Program?Source link
