The leadership development traffic is jammed with variations of the most common components, which when put under the microscope are actually more about management, not leadership.
Styles of leadership, envisioning, systems theory, strategy, planning and execution concepts, and communication abound, cluttering the thinking of earnest buyers. There’s intellectual understanding but where are the practicalities that can deliver results?
What really matters are these three essentials:
- The delivery must be by those who have credibility with the participants.
- The learning must be behavioural, experiential and reality based.
- There must acceptable and directly measurable outcomes in the workplace.
The buyer should insist on these simple criteria – no acceptable outcomes – no payment.
Am I being unreasonable? What do you think?
