How Does Leader Development Lead to a Real Growth Process?
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Good leadership development requires a clear developmental pathway and an ability to assess core developmental needs. But there is one more critical step. By what means will you execute and accomplish the desired development that leads to real growth?
According to Forbes magazine, in 2019, leadership development was a $366 billion industry. A whopping $166 billion was spent annually in the U.S. alone on leader development. Yet the article's subtitle is "Here's Why Most Programs Don't Work." [1]
Since we emerged from the Covid crisis, there has been a proliferation of leader development programs—especially in the realm of virtual offerings. However, while accessing good content has never been easier, content alone does not guarantee good development.
There are four context factors, three resource considerations, and one important necessity to designing a winning leadership development pathway.
Three Key Context Factors to Leader Development
In Time-Leader development is always more effective if it is done in the context of the work. The best context is the job context. This allows for more immediate application and real-time learning.
Over Time-Leader development cannot be microwaved. It takes months and years to develop a good leader.
Individualized-Contextualize the development as much as possible to the leader herself. Involve the emerging leader in determining the right developmental topics, traits, content, and time frame. They will own their development better if they have spoken into the process. And they will be more motivated if the development plan truly fits them.
In Community-Leader development will happen better in the context of others doing the same thing. Place emerging leaders in cohort settings to provide a sense of community during the developmental process. Allow them to work together and critique each other throughout the defined development period. Peer accountability and motivation will ensure a better result.
Three Considerations About Leader Development Resources
One-day or Weekend Conferences Can Be Very Helpful-Events and conferences can provide a strong sense of vision, motivation, and momentum for leader development. They can raise self-awareness within the one needing development. These events can also offer some very practical tips or action steps for developmental needs that have already been defined. This is true whether the events are internal or external to the organization. But simply providing budgeted funds or time off to attend one of these events will not suffice for actual development.
Digital Programs or Courses Can Be Very Helpful-This genre of content can be especially helpful when focused on a particular developmental need, trait, or skill. They are usually dosed in bite-size amounts that are easily consumable over time. They are also relatively inexpensive compared to sending someone to a conference. But again, they will not, on their own, be sufficient for real leader development. If they are done in isolation, they will only be effective to a degree. If they are part of a required regimen, they will largely be ignored, seeming to have little to do with the individual's needs and desires. They can be helpful if executed in a cohort format with a qualified facilitator or coach who will provide an individualized application. Once again, on their own, they will not be sufficient to develop the whole leader.
Books and Podcasts Can Be Very Helpful-Books have become popular again, and podcasts are still the primary way most people digest content. They can serve as great motivations since most are authored by well-known leaders and experts in their fields. The topics covered often serve as motivators for seeing and exposing developmental needs within an individual. Or they can serve as supplements to developmental needs being addressed and executed through a more holistic approach over time.
I tap into all three of these sources for my own leadership development. But none of these is a complete substitute (alone or together) for an in-person, communal path toward lasting growth and change.
A Final Leadership Development Necessity
Create a leadership development framework that matches your organization's culture (or the culture you aspire to create). Frameworks provide a foundation and a road map for development. They also create clear expectations for emerging leaders who need and desire development. Ultimately, a framework helps to define what leadership should look and act like within an organization. Below are five important ingredients and tensions that should be part of the recipe for a robust developmental approach.
One that is simple but holistic
One that is both individual and communal in its approach
One that honors your organizational DNA
One that also honors the emerging leader's DNA
One that looks toward the future and not simply the present, aiming not just for correction but real growth!
Context, resources, and a solid framework are essential to any intentional leader development pathway. Many development options will cross your LinkedIn feed or hit your email chain vying for your attention. Some may be worthy and add value to your overall leader development efforts. Having a thoughtful approach in place will help you choose which resources might be best for you and your organization.
I will end by returning to the Forbes article for a final quote to put things in real perspective: According to a recent survey of 28,000 business leaders conducted under the guidance of Chief Learning Officer magazine, leadership development is a high-touch, in-person effort that focuses on soft skills. Seventy-four percent of organizations use instructor-led leadership training, and 63% use executive coaching, to deliver on the following top-rated leadership skills: Improving coaching skills, communication, employee engagement, and strategic planning.
Lead well!
The plans of the diligent lead surely to abundance, but everyone who is hasty comes only to poverty. Proverbs 21:5
P.S. A great way to invest in your people and launch a positive development culture is through a strengths workshop. Click on the button below to schedule a free 30 minute consultation.
[1] "Leadership Development is a $366 Billion Industry: Here's Why Most Programs Don't Work," Forbes, June 20, 2019.
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