A German silent melodrama depicts an airship bombing London during World War illuminated by searchlights and strafed by fighters, the crippled airship loses altitude, the captain frantically jettisons tools needed to lighten the weight. Eventually the weight allowed only human. So the captain orders the crew members at sea. A grisly scene unfolds as aviators, one by one, without a parachute, step up to the hatch, salute the captain and first officer, then jumps to his death. Lightened the airship returned safely to Germany.
That scene is not a relic. Is happening in society often these days, clearly not a fact, but a metaphor. Companies, shot in crossfire of increasingly competitive markets must lighten their loads flotation for earnings growth '. The captains are jettisoning all employees, but indispensable. Commonly, one of the first tasks is to sort out the function of education - in particular the formation of leadership or leadership development.
Many business leaders view training as unnecessary, as the crew of the airship melodrama.
But leadership is not dispensable for business success. It 'absolutely essential. Good leaders are much more important for long-term success of companies with good products. All organizations that fail to obtain, maintain and develop good leaders eventually founder. This is not a secret. Most executives know this.
Here's the secret: the fact that leadership development is considered redundant is not making the captain. Crew is doing. The blame lies with those responsible for leadership development. They simply have not defined leadership development so essential for the results. Yes, they have called this development the results of training, but not the results that count, the business results.
And when people do not focus on the results of training education business results, have always faced is that when the surplus in a row to jump.
What is leadership, but the results - not results of training, business results. If leaders are not getting the business results are not prominent. The results can be defined in many ways, productivity, operational efficiency, sales growth, cost reduction, etc., but the development of leadership has no real value unless it is helping leaders to achieve these results.
Here are two easy ways to position your role to increase significantly the value for the company.
1. Define the results.
Forget the training results. Forget about training objectives. Tools are indispensable. Thrown overboard. What are the results of business leaders is being developed? If you are dealing with people in production, thus having to focus on development programs to improve operational efficiencies. If you have sales staff in these programs, get more focus on their sales results within a certain time after they complete the program. Who signed for your programs, challenge to use the tools you give them to achieve short and long term.
For example, at the beginning of your program, ask participants: "What you have to get results and what are the challenges that you found them?"
Then bring them the tools to help them achieve this. What you learn is useless unless it is linked to what is most valuable for their work and careers. It 's worse than useless, is a block scandal as such requires learning who spend their time away from pursuing its objectives of real work.
2. Measure these results.
There is no value in the business without measurements. Trainers who ignore this truth are put at the forefront of the open door when the company begins to decline. These trainers generally show their value, demonstrating the cost effectiveness of their programs.
Cost-effectiveness, nonsense! I do not know of any organization in which "cost-effective" ultimately does not mean "cheap." Cost-effectiveness is the worst way of development programs on the leadership position. programs cost-effective programs are less valuable of all. Once you start defining how our programs are cheap, show us that we do not understand or leadership development - and so diminish our value to society.
Do economic leadership programs. Make them expensive! - Expensive to society if these programs are not established. We can only show their true importance, showing the hard, measured, participants focused performances in business after taking the programs.
After the session, participants write a "value received" the letter in which the detail is hard to measure results will be achieved when using the tools of leadership.
Follow up to 35 days to ensure that these results or obtain.
If participants in a course of leadership does not get an ROI that is at least 5-10 times higher than the investments made in that way, give them their money back. And why not? If you can not have large increases in their hard, measured results, it is the fault of the course. Not helped them develop as leaders. Without results, the leadership has no meaning.
Leadership development is too important to be demeaned by having to achieve training objectives. Enhances its importance to him realize business goals. Thus, changing the scenery of our airship metaphorical. Instead of ordering off the crew, the captain says, "We can not afford to miss this crew member. Stay here! First mate, jump!"
No comments:
Post a Comment