- Non strategic approach that does not create sustainable change in trainees or in their capability to lead change processes in the organization.
- Sponsorship by chain of command authority vs. genuinely effective leaders.
- Operates in the domain of Human Resources function vs. line organization.
- Not subject to rigorous examination of cause/effect, investment/return, increase in functional excellence/business effectiveness.
- Used to reward star performers often viewed as "charm school" polishing.
- Used as rescue for poor performers, often as last chance.
- Focus on acquisition of knowledge at expense of understanding.
- Designed and delivered by external organizations who lack understanding of internal culture, needs and issues; leaving trainee out of step with the organization he/she rejoins.
- Conforms to policy, procedures, guidelines and techniques that are frozen in time.
Monday, May 10, 2010
Leadership Training: Too Often a Bad Investment
Training often has no measurable return (especially in field of leadership) and represents a net loss of time, energy, talent and organization resources. Issues that produce this state include: