Scary. Most leadership development initiatives fail, or they do not deliver the desired results.
I am not surprised though. You wouldn’t believe how many calls I get which go like this:
Caller: “Our managers from various countries will come together for a retreat this month. Can you provide a leadership development workshop?”
Me: “Sure. What do you want to achieve with this workshop? In other words, what’s your situation today, and what would you like the participants do differently after the workshop?”
Caller: “Err… Just send me your proposal with a quotation.”
This is a great way to waste your money on activities that yield zero results.
If you want to do better, read the great McKinsey article below. Or contact me now for a complimentary consultation on how you can develop leaders in your organization effectively.
According to a recent Fortune survey, only 7 percent of CEOs believe their companies are building effective global leaders, and just 10 percent said that their leadership-development initiatives have a clear business impact. Our latest research has a similar message: only 11 percent of more than 500 executives we polled around the globe strongly agreed with the statement that their leadership-development interventions achieve and sustain the desired results. (...), statistically speaking, four sets of interventions appear to matter most: contextualizing the program based on the organization’s position and strategy, ensuring sufficient reach across the organization, designing the program for the transfer of learning, and using system reinforcement to lock in change