Why Most Leadership Development Programs Don't Work

I'm going to suggest three reasons why most leadership development programs don't work.

1. Organizations aren't really committed.


2. Individuals aren't really committed.


3. Personal coaching isn't a key component.

Organizations Aren't Really Committed: In business, dedicating people and resources to seeing someone grow isn't as easily traced to bottom line dollars earned. This is extremely short-sighted thinking. Build your people and you will build your business. Certainly our executive coaching firm frequently uses Return On Investment tracking that makes a strong case for bottom line results from front line human resource investments.

In addition, investment in people takes work. You don't just subscribe them to a magazine, give them a book allowance and send them off to a conference or two and think you have done the leadership development thing. Most of those in supervisory positions just don't have the time or inclination to work consistently with their leaders. And even if they are keen, they often don't really know how to proceed or to follow up on the individual.

It isn't much different in nonprofit settings. Just because they aren't engaged in profit making enterprise doesn't mean they don't want results. But many nonprofits are so strapped and busy that those who should or could be developing others just don't have the time. Immediate needs take precedence.

Individuals Aren't Really Committed: Individual leaders are often hungry to do better and achieve more. But they haven't got a clue of how to go about it. Busyness dictates that they don't get much time to think about personal and professional development beyond trying to keep up with the bottom line latest information they need to know for the next day.

Leadership development takes time. And months stretch into years. It's easy to let something slide. The tyranny of the urgent dictates attention and action. Unless the individual abruptly interrupts their well established patterns and plans for a different approach, things will pretty much stay the same.

People are far more often thrust into leadership than prepared for it. They learn by the seat of their pants. Now that's not all bad, but it is far from great for them or the company. And sometimes the results can be downright disastrous.

Personal Coaching Isn't a Key Component: Without one-to-one, intentional back and forth that is focused on the individual and what they are attempting to achieve, there is no focused 'system' or approach to fostering real growth. Intentional growth takes conversation. It takes probing and the revealing of potential blind spots. It takes questioning entrenched habits and exploration of as yet unknown possibilities in behavior and performance.

The Coach can take the time to walk alongside the individual with one purpose in mind ... helping them think about, plan for and act upon those things which would move them forward in learning, experience, skills and attitude.

Consistent coaching over an extended period of time may be the key missing link in most leadership development programs. With it, the individual can go further faster. In the same way that iron sharpens iron, the coach can sharpen the leader, assisting them to go farther than they might have otherwise thought possible. When that happens the results will show back in the organization.

Bottom Line. If you are going to be serious about a leadership development program, work with an executive coaching firm such as ours. We have a track record. We know what we are doing. We know how to help an individual grow in ways the benefit them and the company or organization. Your investment will be highly targeted and ROI will be real.

Additionally a seasoned professional coach can help you implement a 'coach approach' to working with your people. You will have a three-way partnership that is focused both on personal and professional growth and company results.

If you run leadership development programs

• Be committed. Make it part of who you are as an organization.


• Work with committed individual leaders.


• Make coaching a long-term key component of your effort

Executive Coaching Advice Based on New Research

We came across a well written article with some good executive coaching advice, titled "New Research: The Impact of Executive Coaching" by David Utts on the Anger Management ALA George Anderson Blog.

 

David cites a recent Harvard Business Review research paper and refers to an earlier Harvard Management Update article. Referring to the research paper, he notes:

 

It starts by emphasizing that the use of executive coaching is no longer focused on “fixing” poor performers. Based on the findings 48% of executive coaching engagements are focused on further developing high performers and/or helping them as they make big transitions into new roles. Only 12% of executive coaching initiatives are focused on dealing with “derailing” behaviors.

Yet, because of the young age of the profession – the article still suggests “Buyer Beware” and goes on to highlight the top measures buyers are using to qualify they have found a masterful coach. They are as follows:

Experience in coaching in a similar setting

Clear methodology

Quality of the Client List

Ability to measure ROI

Certification in a proven coaching method was fifth on the list (29%) followed by experience working in similar roles (27%), experience as a psychological therapist (13%), and background in executive search (2%).

Be sure to read the whole article.

Let's hold up our Executive Coaching firm, G.E.Wood and Associates to the suggestions they espouse.

The article suggests “Buyer Beware”. That's our experience as well. Everybody and their brother is getting in on the 'best jobs to do at home' bandwagon. I suspect much of it is a discredit to the profession. Anybody can still hang out a shingle and call themselves a coach ... and they do. Based on our years of experience and observation of the coaching profession, we can only repeat, “Buyer beware.” It may sound self-serving, but call the experienced, bona fide coaching firms like ours first.

48% of executive coaching engagements are focused on further developing high performers. This is certainly our experience. I would estimate upwards of 80% of the leaders we serve are high performers who are intent on increasing their capacity to work and lead with even greater effectiveness. In other words, they're good, they've already accomplished a lot ... and ... they know that with the benefits of coaching they can go even further.

Experience in coaching in a similar setting. The leaders we coach range from Fortune 100 executives to medium sized business and community leaders, from corporate, government and nonprofit settings, owners, entrepreneurs, emerging and seasoned leaders, from Canada, United States and several countries around the world, from faith-based belief systems to purely secular.

Clear methodology. Before any coaching engagement, our clients understand exactly what will happen in terms of process. We have over thirty proprietary tools and models, some major, to fit almost any situation our clients bring for coaching.

Quality of the Client List. Every leader and executive we serve is quality and we respect their right to privacy so we don't publish their names or companies. You can see a very few names on Linkedin. Suffice to say, our client list is good.

Ability to measure ROI. We have complete Return on Investment methodology for companies and organizations to follow. And that is only part of the complete tracking system we have developed for the use of our clients.

Certification in a proven coaching method. I received training at both Coach University and Corporate Coach University. I was not the first in the coaching profession but I was pretty early on. I am a more seasoned, senior coach and credentialled through the International Coach Federation. All coaches we work with in larger corporate or nonprofit engagements are carefully screened for similar skills, credentials and depth of experience.

Experience working in similar roles. I have been a leader, worked with leaders, led leaders, trained leaders and coached leaders for over thirty five years. There are not many situations that I haven't seen or coached around.

Experience as a psychological therapist. None. However, for many years now it has been my mission to study people, how they behave and how to help them be the very best they can be, whether at work, in leadership or at home and in the community.

Background in executive search. None. And it has never hindered coaching executives.

On reflection then ... I think we tick the boxes quite nicely.

The Value of Executive Coaching

The value of executive coaching is vividly illustrated from a recent survey of organizations that use coaches.

The 2009 Sherpa Executive Coaching Survey asked, "How would you rate the value of executive coaching, on the whole?"

A full 91% of respondent organizations said the resulting benefit was somewhat high to very high.

It's quite something isn't it? Provide key leaders and managers, particularly those who are already moving forward,  with the right personal Coach and their effectiveness within the organization will grow even further.

The individual benefits and the executive coaching engagement provides real return on investment to the organization.  Leadership and executive coaching? A big win-win.

Executive Coaching Caution

Executive coaching caution is in order.  Coaching is largely an unregulated profession. Anyone with minimal money and a telephone can hang out their shingle, advertise some personal or leadership development program, and call themselves a coach … and buyer beware … they do. Remember, when you are choosing an executive coach for yourself or key leaders in your firm - anyone can call themselves a coach.

1. Engage a full-time professional Coach


2. Look for International Coaching Federation membership


3. Evaluate training and coaching credentials


4. Ask about life, business and other relevant experience


5. Clarify what you would like to accomplish with coaching


6. Ask questions, pay attention to your gut– there needs to be a fit


7. Look for an approach that challenges your thinking


8. Remember you are investing in your life, not purchasing a commodity


9. Location is a minor consideration, you can be coached from anywhere

At G.E. Wood and Associates, we bring our years of leadership and life experience to the table when we work with individuals and organizations.

For more about choosing an executive coach, click here.