All too often Leadership Interventions, the world over are more about understanding the facets of leadership – so Communication, Change Management, Customer Centricity etc. Interventions and workshops are done.
Usually these are “Know How” Centric – the assumption being that if the participant knows, he will behave in a manner befitting that knowledge.
The consistent and ongoing misassumption of almost all leadership development programs is "if they understand, they will do." This assumption is not valid in any aspect of our lives, and leadership development is no exception.
Out of the Training Budgets a company has, most of it is spent in the Know How, whereas success stories reveal that ideally only 10% needs to be spent on know-how and the balance must be on Coaching and Follow up to ensure that the “KNOW HOW” gets translated to “SHOW HOW”.
I am happy to inform CEEMAN members that I am now part of the elite panel of Marshall Goldsmith Stakeholder Certified Coaches across the world.
Marshall Goldsmith research paints a compelling picture. People don't get better because they go to "programs". They don't get better because they listen to motivational speakers. They only get better if they pick something important to improve on, involve the people around them and follow up in a disciplined way. Long-term change in leadership effectiveness takes time, follow-up and discipline - not just understanding.
This is a critical insight for HR and business leaders. It is the basis of the Stakeholder Centered Coaching methodology which puts these concepts into a clear 7-step process: involving those around a leader to help the leader improve in specified leadership growth areas through consistent feedback and follow-up. In our experience when organizations make coaching an HRD process available inside the organization the results are phenomenal.
(https://sccoaching.com/coach/ssharma2)