By: Courtney Beam

Recent strategic business challenges like The Great Resignation have shined a bright light on a growing problem – many organizations lack effective employee development practices that benefit the leader and the organization. Has a lack of development in your organization sent your talent looking for greener pastures?

The philosophy of development is generally simple, but without preparation and a different way of thinking, most traditional programs fail. To ensure results and avoid wasting valuable time and money, we urge you to stop using outdated development practices and consider the following factors before rolling out a leadership training program.

1. Assess: Identify the skills and abilities required to be a successful leader within your organization. These skills will look different across different organizations, industries, etc., and are the key skills your leaders need to possess (at each level of leadership) to achieve business outcomes.
2. Acquire: After identifying the skills necessary for success at each level of leadership, identify the gaps in your current talent pipeline. Craft a program that fits around these identified skills rather than determining the skills based on a prepackaged program.
3. Apply: Once you know the skills needed, and have highlighted the gaps in your talent, you can hit go! Tradition will tell you to implement an 8-hour training on “XYZ skill” and wait for success. However, modern research tells us this approach isn’t effective. If you’re looking to truly upskill your leaders, give them the opportunity to apply their learning to the job over time.
4. Support: Without support – organizationally and managerially – most development efforts will crumble. Even the most well-intended, high-performing leader will not succeed without an environment conducive to learning. I’m staring at the wilted plant on my desk. It started growing so I threw it in a bigger pot and the rest is history. Without my support; nourishing the soil, regular watering and sunshine, it stopped growing. This is a grossly simplified version of what is happening to your managers after being promoted and left to fend for themselves. Their managers should also be in the fold – discussing what they’re learning, holding them accountable, allowing them time to try new skills and giving them space to take risks. It’s not my once-thriving plant’s fault that it wilted… it’s mine! How absurd that we expect new leaders to flourish without support and involvement from their manager.
5. Measure: Developing leaders is important, but so is achieving (and demonstrating) results. How will you know the leadership training program was a success? Anecdotal evidence isn’t enough – just ask your CFO! Make sure your program has metrics baked -in that will overlook any bias to prove the investment was worthwhile. A comprehensive development program will not only move the needle but prove that you did.

Watch the Webinar: Changing the Leadership Development Paradigm

Are you looking for a more effective approach to development? Let’s talk! ICC’s Accelerator™ Program is a custom-fit online leadership development program that combines microlearning, group coaching and manager accountability while reinforcing learning so efforts don’t go to waste – all without losing the critical human element. Contact us today to learn more.