If Developing Leaders is the Question, Training May Not Be the Answer


That is a very strange title to read from a guy who has designed and delivered training for the last 25 years, and whose company provides a wide range of workshops, both inside organizations and in public settings.

But the title is accurate.

Training may not be the answer, and it most assuredly isn’t the whole answer.

So if you are responsible for developing leaders in your organization (and if you are a leader, this is part of your responsibility), or if you are looking for ways to expand your personal leadership skill set, listen carefully.

You’ve got to think outside the (training) box.

While this idea deserves far more conversation than I will have room for here, today I want to get you thinking about ways to create learning opportunities beyond a workshop setting. Here are seven to get you started.

Peer coaching. We know more than we realize, and when we sit down with a colleague, we can make progress on our challenges by talking them out in a non-threatening situation. Plus, the advice we give as a coach bolsters our confidence and solidifies what we already know. And of course, a coach, whoever they are, can provide an opportunity for accountability for application.

Mentoring. Similar to peer coaching, mentoring typically involves someone more senior (or at least more experienced in a specific skill or situation) working with a protégé. This can be formally built in an organization or not, but the power of mentoring to drive learning and growth is significant.

Book clubs. Many different formats fit here, and that is worthy of another post itself. A small or large group uses a book as the basis for learning and then conversation. Whether you read the full book, or go chapter by chapter, find what works in your organization and use books as a starting point for conversation, learning and application.

Learn and share. One of the most powerful ways to learn is to teach. This fact is strung through nearly all of the ideas here, but it is the specific idea behind this activity. Someone in the organization goes to a workshop, conference or convention, and on their return they are asked to share key lessons with a larger group. This exercise holds attendees accountable, focuses their efforts and energies, and provides great learning to others back at work.

Read the rest here: http://blog.kevineikenberry.com/leadership/if-developing-leaders-is-the-question-training-may-not-be-the-answer/

About Kevin: There are lots of words that describe me. The “professional” ones include: author, speaker, trainer, consultant, facilitator, business owner, Chief Potential Officer (of The Kevin Eikenberry Group) and leader. The “life” ones include: husband, father, son, brother, friend, Purdue Graduate, reader, and learner. The “personal” ones include, Boilermaker fan, farmer’s son, tractor collector (yes, the real ones), auction lover and optimist.

All of these things (and more) make me who I am and are relevant to this blog and why it will benefit you.

Below you will find ideas, thoughts and suggested action steps to help you become a more effective leader – whatever your professional and life roles are. The path towards Remarkable Leadership (and a Remarkable Life) is just that – a path. The goal of this blog is to help you on that path, and through learning and action, become your Leadership Help Button.


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