Leadership is unlocking people’s
potential to become better – Bill Bradley
In a column
for the Harvard Business Review Blog Network, (http://bit.ly/UDGyUE) Jack Zenger unveiled a startling
and troubling fact; we wait too long to train leaders. Citing research from his
consulting agency he revealed that in their database of some 17,000 worldwide
leaders participating in their training programs, the average age for first
time leadership training was 42. More than half were between 36 and 49. Less
than 10% were under 30; less than 5% were under 27.
The results
also pointed to another disturbing fact; the average age of supervisors in
those firms was 33. The typical individual in those companies became a
supervisor around age 30 and remained in the role for nine years. The result?
Most of these individuals are not getting any leadership training at all as
supervisors. They are operating the company untrained, on average, for over a decade.
That so many
individuals are entering the workforce and advancing into positions of
leadership with little or no leadership development is a frightening prospect.
While a person may possess the management skills necessary to perform the
duties of his or her work without proper personal leadership development it is
not wise. The equivalent is teaching a person to swim by throwing them into the
deep end of the swimming pool. While most survive; it’s ugly to watch.
While few in
the corporate world would argue against the need for leadership development,
its placement on the list of budgeting priorities suggests that it can wait.
But can a company really afford to put forth supervisors and aspiring
executives into positions of responsibility without the necessary leadership
tools in hand? Personal leadership development is simply not something you
should postpone. Here are three reasons why you should not delay.
Leadership development completes the
learning process. It
is good that executives and supervisors come to you trained to execute the
mechanics of business but without the leadership skill sets in place it creates
a negative drag. Leadership development is not about perfecting the craft of
operating the business; it is about developing your people to be their best as
leaders who operate the business. When you commit to the personal success of
your people you make an investment in your business success.
Leadership development stabilizes the
working environment. Strong
leadership creates stability within your organization. A manager with strong
leadership skills can resolve potentially negative situations much easier than
one without them. In addition, they are the influencers who are passionate
about taking everyone around them to a higher level. They give your company the
competitive edge you desire. The long term benefits to your company filled with
executives and managers with strong personal leadership skills are invaluable.
Leadership development positions you
for the future. The
future success of your business depends on many factors aligning correctly.
Developing better employees begins by developing better leaders. Your long term
success in business is contingent upon it. Employees who have developed as
leaders are focused on personal growth, performance, effectiveness, solutions,
and the future, etc. They are not mired down in the minutia of title, rank, and
procedure. They desire to be productive and with the right leadership
development they will.
Leadership
development; if not now, when?
© 2013 Doug
Dickerson
Share your
thoughts in the comment box below.
2 comments:
Leadership skills are important for managers because good managers are also leaders. The people most
likely to rise to leadership positions are managers who over the years have perfected both their
management and leadership skills.
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