So CEOs and their HR chiefs must be sensitive to local variables when defining an integrated change agenda—one that simultaneously addresses performance improvement and capability development. To do that, they should answer the following questions, first at the top and then in each major unit:
Sunday, October 2, 2016
Why Leadership Training Fails And What To Do About It - Part 5
A New Capability Development Strategy
Even in companies with strong leaders and healthy cultures,
discrete units require distinctive roles, responsibilities, and
relationships—and distinctive capabilities to function in them. Moreover, each
unit is probably at a different stage in its development.
So CEOs and their HR chiefs must be sensitive to local variables when defining an integrated change agenda—one that simultaneously addresses performance improvement and capability development. To do that, they should answer the following questions, first at the top and then in each major unit:
So CEOs and their HR chiefs must be sensitive to local variables when defining an integrated change agenda—one that simultaneously addresses performance improvement and capability development. To do that, they should answer the following questions, first at the top and then in each major unit:
Is the leadership team aligned around a clear, inspiring
strategy and set of values?
Has the team collected unvarnished employee feedback about
barriers to effectiveness and performance—including senior managers’ own
behavior?
Has the team redesigned its organization, management
systems, and practices to address the problems revealed by that diagnosis?
Is HR offering consulting and coaching to help employees
learn on the job so that they can practice the new attitudes and behaviors
required of them?
Do corporate training programs properly support the change
agenda, and will each unit’s leadership and culture provide fertile ground for
it?
If your answer to any of those questions is no, your company
is probably (with the best of intentions) over investing in training and education
and failing to put talent development in its proper strategic change context.
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