The Big Case for Formal Leadership Development In 2022 – The Time Is Now More Than Ever
Formalized leadership development is certainly not a new topic. Much has been written and experienced about the high ROI of purposeful leadership and team development. Leadership development is a force multiplier for organizational talent. Leaders who have made the investment commitment understand this and can back this up. They see and feel the difference in how their organization and teams positively perform.
Yet, many organizational leaders fail to invest in training on a continuum here. Performance expectations continue to grow. We expect teams to work together. Collaboration and integration needs are at an all-time high globally. Psychological safety and wellness needs in the workplace are critical. The word resiliency is being used more now than ever. it’s becoming more and more difficult to attract and hold onto talent, especially younger talent. People are reevaluating their role’s purpose, but we frequently aren’t providing them the connection to the bigger organizational picture. Building a positive, engaging culture through effective leadership has become an imperative thing and not just a good thing. Change velocity with people, society and technology and overall uncertainty is increasing exponentially.
Yet, many leaders at all levels in every organization (business, education, athletics, law enforcement, ministry, etc.) continue to rely upon decades (centuries old in some cases) old, legacy motivational methods to seek to maximize talent to achieve goals. Some still have this belief that they can just tell people “once”, expecting them to “get it” and behave differently. We continue to frequently develop leaders through random, trial and error accidental exposure methods. Change leadership is front and center on the strategic radar, yet leaders are not equipped to manage complex change holistically and systematically.
Again, we have very high expectations on leadership quality and timeliness of delivery with low to no investment in leadership enabling skills. This mindset and approach is outdated and way out of whack with today’s organizational reality.
The “New Year’s” message here is that the need to purposefully develop leaders has reached new heights. Investment in a formal leadership program is likely to be the single biggest leverage for organizational transformation, growth, and achievement.
Be certain that you assess how that leadership program will ensure that the skills and behavioral training sticks and becomes part of all leader’s accountability within the culture and its values. Incorporate formal coaching to extend the leadership training. Know that the best training is never once and done or attempting to get it all done in a single full days’ worth of training.
If you want to gain a common belief and commitment in your 2022+ goals, you will need to provide your leadership a “common language” of how to work together, lead and motivate to help you get there. That will only result through training that equips them with that common language.
If you need to hear more on the why and how, please reach out. I’d love to have that discussion when you are ready. Email me at: slavinskijack@gmail.com.