Why does leadership training programs fail? |
Posted: September 20, 2017 |
However, the low retention rates is not surprising in the training and professional development industry. As for this article, we’re going to discuss some a couple of major reasons that are responsible in holding back the global companies for inducing leadership skills in their workforce. 1. Training programs are inconsistent or don't exist at all Any leadership program requires reinforcements if it intends to bring behavioral change in the organization. Just because you have registered a number of participants attending your program, doesn’t mean they will display an abrupt change in their behavior and activities afterward. What leaders should understand is that the knowledge and skills learned attained from a training program if the information is implemented in the workplace and a change is seen. On the other hand, if the training session is placing too much focused on providing theoretical knowledge without actually providing the environment and sources to the attendees for utilizing the skills, then the business won’t be able to witness any valuable change in the behavior and processes intended to change. What businesses can do is by providing more of a personalized treatment in the training programs, several mobile app and eLearning tools come to great use in this regard. The point is to empower each participant to apply the knowledge and skills learned in the purposeful situation and bring a behavior change in the workplace. 2. Leadership goals are unclear One of the other major reasons why leadership implementation fails in a company, the goals devised to attain the required behavior change are unclear. Ask yourself the following questions: why are you spending in leadership programs? What do you want the attendees to learn after the completion of the program? And obviously, the change in behavior is one grand goal of the training. While if the business is to enjoy the maximum ROI from their leadership training, they have gone more specific. Furthermore, consider what learners are required to change after acquiring leadership skills. In order to work on this kind of goal, it is important to identify and acknowledge the reinforcement gaps. Simply speaking, a successful reinforcement program is able to satisfy the need required for behavioral change and leadership incorporation. The core reason of clearly defining the leadership goals is to create a roadmap and criteria through which the businesses can measure the effectiveness and impact of their conducted training. Additionally, goal settings also help the management in revising their long-term plans, as well as decide if their knowledge retention criteria are worth it. Author Bio: Allison Blair is an experienced trainer having conducted sessions on corporate leadership and motivation throughout the globe. Besides her regular job, Allison is also an accomplished writer who works for Dissertation Help - DissertationHelpSquad and registering a vast client base of students and professionals worldwide.
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