You’ve just completed a prestigious executive MBA program that required you to be away from your job and your family for an extended period. The exhilaration of the learning environment has started to wear off and you realize that nothing changed while you were gone. None of those case studies prepared you for this and you’re pretty frustrated so you decide to return the call from that headhunter to find out if the grass might be greener somewhere else.
That isn’t the outcome companies anticipate when they spend $50,000 or more. Educating the Next Generation of Leaders, a thought-provoking article in the most recent issue of Harvard Business Review, acknowledges that traditional approaches to leadership development are too generic. Interviews for the article and evidence from LinkedIn Learning indicate that most executives value on-the-job professional development that relates to their environment. The authors cite anecdotal evidence that only 10% of the $200 billion annual expenditure on corporate training and development delivers concrete results.
Although the authors propose a solution that includes more customized content they overlook a key component to effective leadership development –- coaching. You can’t get more customized than helping a leader leverage his or her strengths, request and respond to feedback and enhance emotional intelligence. Sustainable behavior change takes time, practice and accountability. A seasoned coach will ensure the leader has all the necessary tools for success beyond the coaching engagement.
If you’re ready to increase the return on your leadership development investment contact me at firstname.lastname@example.org