First off, Leadership Development courses are so passe, aren’t they?

Nobody sends their management team on long, expensive courses anymore, do they? We have realised that the best way for staff to learn is on the job. Plus there is all that stuff available on the net. Managers can find out how to be good leaders in their lunch break, hunched over their laptops.

It is true that people learn best while on the job, but the research says that formal training has to be a part of the mix to be effective … Yes, formal training still has its place, but that formal training has to be relevant.

Why leadership programmes fail

A huge nod to a McKinsey article I read a while back that lists out some of the mistakes that companies make with their leadership programmes. Whilst that article is focussed on corporates and their programmes (well, it is McKinsey after all), there are some points to be made.

  • You want any training course to reflect who you are as an organisation. It has to reflect your values, your current situation and your aims. The course is there to prepare your future stars to take on the mantel of leading within your organisation.
  • But you have immediate challenges and deadlines, so courses need to be linked with current projects so that the attendees can use their new skills in the workplace.
  • You want the course to fit in with how you operate, these days you cannot just release your staff for a week … or even a day. Short, sharp courses built around your working patterns are increasingly common.
  • We live in a world where we measure everything, so why don’t we measure the effectiveness of courses? How do you know the money you have spent has been spent widely, otherwise?

How to ensure success

So, before you start to think about finding a training provider like me consider the following things:

  1. How do you know that your management team need to improve their skills? What evidence do you have and can you link that evidence to your objectives?
  2. What projects and activities are your management team involved in at the moment?
  3. How will you ensure that managers will get the appropriate support in the workplace during and after the course?
  4. When can you release your team, where is best to run the course, over how long?

Formal training can be expensive, so it is important that you do it for the right reasons, it is important that you know what you want from it and it is important that it fits with who you are as an organisation.

Talk to me

If you want to talk about how formal training can help your managers achieve their goals, please do get in touch. I won’t try to sell to you, I will just listen and ask questions. I will try and help you answer some of the questions above, after all, it is more important to me that you get the right training than I get paid to deliver a course that doesn’t work.