Leadership Development - How Leaders Learn
Many organizations have identified Leadership Development as an important strategic initiative for the coming year(s). That being said, how are companies approaching Leadership Development? A recent article on fastcompany.com provided survey data regarding the most widely used learning methods in this field. Of note is the growth in the three methods widely regarded as especially effective:
1. Use of Senior Executives as Faculty
2. Action Learning
3. Use of External Executive Coaches
Some thoughts on each:
Use of Senior Executives as Faculty - What better way to demonstrate that everyone in the organization is going to both "talk the talk and walk the walk"? To be effective this must be regarded by senior management as more than just putting in an appearance. Encouraging senior executives to be open and share their own developmental experiences as well as their knowledge and insights regarding the business can create an extremely powerful learning experience for the participants.
Action Learning - Participants in Leadership Development initiatives are busy people. While they are engaged in their developmental activity business is going on without them. Most probably do believe that the developmental efforts are important but it can be difficult to focus when the perception also exists that the content is more theoretical than practical. Incorporating work on real business issues is a must in order to retain the attention of today's busy leader.
Use of External Executive Coaches - Once labeled as just another Leadership Development fad and a method reserved for the most senior executives in the largest of companies, coaching has continued to grow and its use has broadened to all levels of leadership in all sizes of organizations. Use of an external coach provides the leader with an objective sounding board, someone who is separate from the internal politics and culture of the organization. An external coach should not be viewed as a threat by internal development consultants but as a resource that can be used to enhance and solidify the internal development initiatives. By working in partnership an external coach and an internal training and development consultant can deliver impactful leadership development that truly makes a difference to the company and its future.
How is your company approaching Leadership Development? What methods have you found to be most effective? What methods have not worked for you?
To read Jim Bolt's entire article "How Leaders Learn" as posted on fastcompany.com, click here: How Leaders Learn
Posted by Denise Knutson, Senior Consultant, The H.S. Group
1. Use of Senior Executives as Faculty
2. Action Learning
3. Use of External Executive Coaches
Some thoughts on each:
Use of Senior Executives as Faculty - What better way to demonstrate that everyone in the organization is going to both "talk the talk and walk the walk"? To be effective this must be regarded by senior management as more than just putting in an appearance. Encouraging senior executives to be open and share their own developmental experiences as well as their knowledge and insights regarding the business can create an extremely powerful learning experience for the participants.
Action Learning - Participants in Leadership Development initiatives are busy people. While they are engaged in their developmental activity business is going on without them. Most probably do believe that the developmental efforts are important but it can be difficult to focus when the perception also exists that the content is more theoretical than practical. Incorporating work on real business issues is a must in order to retain the attention of today's busy leader.
Use of External Executive Coaches - Once labeled as just another Leadership Development fad and a method reserved for the most senior executives in the largest of companies, coaching has continued to grow and its use has broadened to all levels of leadership in all sizes of organizations. Use of an external coach provides the leader with an objective sounding board, someone who is separate from the internal politics and culture of the organization. An external coach should not be viewed as a threat by internal development consultants but as a resource that can be used to enhance and solidify the internal development initiatives. By working in partnership an external coach and an internal training and development consultant can deliver impactful leadership development that truly makes a difference to the company and its future.
How is your company approaching Leadership Development? What methods have you found to be most effective? What methods have not worked for you?
To read Jim Bolt's entire article "How Leaders Learn" as posted on fastcompany.com, click here: How Leaders Learn
Posted by Denise Knutson, Senior Consultant, The H.S. Group
posted by The H.S. Group at
7:47 AM
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