Updated: Mar 9, 2020
Leadership and learning are indispensable to each other. – John F. Kennedy
A great leader, whether born or made is one who inspires the team to achieve a common goal.
We are all a work in progress. With the rapidly changing world, we have to be future-ready (relevant, effective, adaptive, forward-looking, talent-focused and client-centric). Continuous learning keeps leaders abreast of the happenings in their chosen fields. There is no other way to address the problems we face in this VUCA (Volatile, Uncertain, Complex, and Ambiguous) world.
The need for ongoing learning and development is greater than at any previous point in history. 38% of CEOs believe a shortage of key skills is the top people-related threat to growth. With this in mind, it’s no surprise that building a culture of continuous learning is currently a priority for Learning and Development (L&D) leaders.
Corporate investment in leadership is a priority because companies recognize that strong leaders have a direct impact on performance, productivity, efficiency, and turnover.
Why leadership and employee development fail?
From my own experience in both the corporate world working with top hospitality brands for over 12 years and now focusing on Leadership and Employee Development for the last 9 years. Along with continuously engagement with HR leaders, Department Heads, C-levels and learning (through conferences, articles, books, training, coaches and mentors), here's our Top 3 reasons why leadership and employee development fail:
1. Lack of mapping the company needs and employees success to professional development. A lot of companies take training as a quick fix, without understanding the business goals and strategies that have to be integrated with the required competencies.
2. Lack of management buy-in. For programs to be successful, participants need to feel that they have management support. The participants have to be clear with the purpose and objective of the training, why they were selected, what changes are expected after and how managers can support them. All this must be communicated to employees, management, HR/L&D and training partners prior to engagement
3. Lack of continuity, application and monitoring. As I would always jokingly tell my clients, training is like taking a bath, you don't take a bath today and expect that you will still smell fresh after a month without taking a bath again... Learning what you need, applying it to real-world situations immediately, receiving feedback, refining your understanding and measuring business outcomes created. This will only be possible with continuous learning through customized content, ongoing support, active peer learning, just-in-time learning, periodic workshop, coaching, mentoring and more.
How to empower leaders to create Future-Ready Teams?
1. Know the Four (4) Pillars of a Future-Ready Team.
a. Empowered Leaders that are competent to inspire and engage the team.
b. Organizational alignment to ensure continuous process of change to improve organizational competitiveness, productivity and sustainability.
c. Engaging the right people, in the right culture strengthens the organization for VUCA with the help of Learning & Organizational Development.
d. Be able to connect and bring out the best of a diverse, multigenerational workforce and foster relationships based on trust ensuring business results.
2. Understand the keys to growth includes the right people, a great company culture, effective strategic plans and robust processes, customer centricity and execution excellence.
3. Identifying the Core Development Programs you need to ensure continuous learning that is customized, implemented and monitored to deliver real business outcomes
Here's more information on how we can help you Empower Leaders to Create Future-Ready Teams
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