Title: 5 Reasons to invest in a leadership development program
Headings: 5 Reasons to invest in a leadership development program
5 Reasons to invest in a leadership development program
WHY SOME PROGRAMS DON’T WORK, HOW TO PICK THE RIGHT LEADERSHIP DEVELOPMENT PROGRAM.
We’ve all head it before: talent can make or break a company. Retain it. Engage it. Develop it.
Clearly, there’s a disconnect between what companies say and what they do. And it gets worse.
All that potential … going to waste.
THE WRONG KIND: TRAINING
Many leadership programs don’t accomplish what they set out to do: build better leaders. But there’s a reason for that.
“Training focuses on best practices, while development focuses on next practices,” says Fortune 500 leadership adviser, author and Forbes contributor Mike Myatt.
THE RIGHT KIND: MENTORSHIP
The right way to produce leaders in your organization is not to train them but to develop them through coaching and mentoring.
Following are some of the characteristics of an effective leadership development program:
WHY LEADERSHIP DEVELOPMENT MATTERS
REASONS TO INVEST IN LEADERSHIP DEVELOPMENT
Here are just a few of many reasons to invest in leadership development.
Improve your bottom-line.
Developing leaders in your organization reduces costs, drives new lines of revenue and improves customer satisfaction.
Attract and retain talent.
Leadership development increases employee engagement and reduces costs associated with turnover.
“Great leaders attract, hire, and inspire great people. A mediocre manager will never attract or retain high-performing employees.” –from “High-Impact Leadership Development” by Bersin & Associates.
Return on Investment
Leadership development is a sound investment.
Improve corporate culture
You invest in them, and they invest in you.
Increase organizational agility
ONE MORE REASON
“The greatest leader is not necessarily the one who does the greatest things. He is the one who gets people to do the greatest things.” -Ronald Reagan
“No man will make a great leader who wants to do it all himself or get all the credit for doing it.” -Andrew Carnegie
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Content: Development differentiates and encourages forward thinking. “Training focuses on best practices, while development focuses on next practices,” says Fortune 500 leadership adviser, author and Forbes contributor Mike Myatt. “Training is often one directional, one dimensional, one size fits all, authoritarian process that imposes static, outdated information on people,” Myatt explains. “ The majority of training takes place within a monologue (lecture/presentation) rather than a dialog. Perhaps worst of all, training usually occurs within a vacuum driven by past experience, not by future needs.” There you have it, in a nutshell. THE RIGHT KIND: MENTORSHIP
The right way to produce leaders in your organization is not to train them but to develop them through coaching and mentoring. While training focuses on how things are done right now, development focuses on how things ought to be done in the future. When training focuses on compliance, development focuses on performance.