Traditional Leadership Development is Not ‘Inclusive’ (or Effective)
Each year, companies spend more than $60B on leadership development programs. These same companies needing and wanting to improve the individual and organisational performance are funnelled towards courses and workshops to facilitate the growth they desire. After all, isn’t that how education works?
Person goes to school. Person learns skills. Person performs skills in the wild.
Unfortunately, many of these programs fail to address the diverse needs and experiences of all employees, perpetuating barriers to inclusion and equity within the workplace as well as just being a questionable investment of time and money. In this blog post, we'll explore the shortcomings of traditional leadership development approaches and offer three cost-effective alternatives that could help you get more bang for your buck.
The Pitfalls of Traditional Leadership Development:
In many cases, traditional leadership development programs typically follow a one-size-fits-all approach. In an ideal case, these programs are tied to a series of competencies and behaviours that are known to be crucial for ‘success’. More often than not, they are aligned to a generic competency framework (if that) in absence of any ROI metrics, which is the corporate equivalent of throwing mud against the wall and seeing what sticks. That is not to say anything about the fact that these programs often favor individuals with dominant communication styles or extroverted personalities, overlooking the unique strengths and perspectives of introverted or socially diverse individuals (Grant et al., 2021).
If programs are internal, a self-selection bias can occur where the leaders that need the most development (read ‘the people that actually need this training’) self-select into courses less frequently. So, courses become filled with can-do, go-getters that could likely cruise through a fairly successful leadership career off of self-awareness and conscientiousness alone. Furthermore, traditional leadership development programs tend to be costly and time-intensive (Fitzsimons et al., 2020) and the learning drop-off for traditional training programs is very steep (think up to 80% of learned knowledge forgotten within a week).
When I say leadership development programs are not ‘inclusive’, I’m referring to the prohibitive cost to run trainings, which exclude less funded teams and organisations. I also mean that these programs create a divide between participants and ‘the rest’. Program alumni return back to their workplaces speaking leadership development jargon that is understandable only to a select few that experienced this transformative journey.
Alternatives to Traditional Leadership Development:
It is for these reasons that instead of traditional leadership development, I’m focusing my efforts on making alternative development strategies accessible and affordable to my clients. At 1UP Coaching, solutions we’ve implemented include:
Peer Learning Circles: Peer learning circles provide a collaborative and supportive environment for employees to develop leadership skills and receive feedback from their peers. These circles typically consist of small groups of employees who meet regularly to discuss leadership challenges, share experiences, and offer mutual support. By leveraging the collective wisdom and diverse perspectives of their peers, participants can gain valuable insights and develop a deeper understanding of their leadership strengths and areas for growth (Bergquist, 2006).
Mentorship Programs: Mentorship programs pair emerging leaders with seasoned professionals who can provide guidance, advice, and support as they navigate their career paths. Unlike traditional leadership development programs, mentorship programs are often less formal and more personalized, allowing mentees to receive tailored feedback and guidance based on their individual needs and goals. Mentorship programs can be particularly beneficial for employees from underrepresented or marginalized groups, providing access to networks and opportunities that may otherwise be unavailable to them (Ensher et al., 2001).
1:1 or Group Coaching: Whether through personalised 1:1 sessions or group coaching, this alternative method of leadership development offers a tailored approach to growth and self-discovery. In 1:1 coaching, individuals work closely with a professional coach who provides support, and accountability, empowering leaders to develop self-awareness, enhance their leadership style, and navigate complex professional environments with confidence and clarity. Group coaching scales this approach to teams allowing leaders to fostering collective learning, accountability, and skill development.
Traditional leadership development programs often fall short in fostering inclusivity and accessibility within organisations, perpetuating disparities in leadership representation and limiting opportunities for career advancement. By embracing alternative approaches, organisations can create more inclusive paths to leadership development that empower all employees to reach their full potential. By prioritizing inclusivity and accessibility in leadership development initiatives, organizations can cultivate diverse and dynamic leadership pipelines that drive innovation, collaboration, and success.
If this article resonated with you and you want to learn more about how 1:1 Coaching could support you in implementing leadership development programs that get more mileage for your dollar, please reach out at ilia@1upcoach.com or use the link below to book a 30 minute chat!
References:
Bergquist, W. (2006). Coachbook: A Guide to Organizational Coaching Strategies and Practices. Jossey-Bass.
Ensher, E. A., Heun, C., & Blanchard, A. (2001). Online mentoring and computer-mediated communication: New directions in research. Journal of Vocational Behavior, 59(3), 334-349.
Grant, A. M., Berg, J. M., & Schramm, H. (2021). Scaling Leadership Development: A Blueprint for Building Next Generation Leaders. Wiley.
Bersin, J. (2020). Learning in the flow of work: What it is and why it matters. Deloitte Insights.
