Do you need leadership development or do you need culture change?
Do you need leadership development or do you need culture change? 🤨
A lot of leadership development requests I get are actually not requests for a development program or a training, although they masquerade as this. They're requests for a fundamental change in how leaders in their organization behave.
And that, my friends, does not come from training (at least not from training alone 🙂 )
Check out this week's chat for tips on how to *actually* develop your leaders and shift the leadership culture in your organization.
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[00:00:00] Got a hot take on training and culture and the interrelatedness or rather not relatedness between the two.
When I am asked to come in and help with leadership development or to help design a leadership development program for an organization,
I'm looking for the outcomes that the organization is looking to achieve. So think like, what do you want your leaders to be able to do? How do you want them to be able to behave? Etc. What I often find is that people tell me that they want this leadership development program to do cultural change. They may or may not know that when they're saying it, but they say things like, Ah, our leaders need to be more accountable, or our leaders really need to be better about giving feedback.
Training is not going to solve that. What they're talking about is actually a cultural shift, and where training can support and help set the expectation and tell leaders what they should be doing in their role and some of the processes that your organization has in place to do this.
It is the cultural shift [00:01:00] that they're actually asking for.
And that doesn't come from a training. That comes from reinforcement. A change or a shift to processes, policies, expectations, how we hold people accountable, and how we reinforce and recognize the behaviors that you're looking to change. Training can be a piece of that, but it's just such a tiny piece of it.