2 Secrets To Make Leadership Development More Successful
Most leadership development programs are "off-the-shelf" and assume "one-size-fits-all". This is why they have limited success; however, leadership development that is tailored to the manager and to the specific organisation maybe the best investment an organisation can make.
One-size-fits-all
One-size-fits-all development is based on research of the best practices of "great leaders", distilling them into formulas and selling these as solutions for everyone else. The problem is that leaders are NOT the same. What suits one leader does not suit another. Research from Herrmann International's database shows that there is no such thing as one-type of great leader. Instead great leaders can be so different it's almost as though they were painted in different colours. There are Blue leaders who favour analysis and critical thinking. There are Green leaders who favour stability and process. There are Red leaders who favour relationships, values and teamwork. And there are Yellow leaders who favour innovation and creativity. This research shows that great leaders come from all four colours. One-size-suits-all can not work because a development program suited for a Green leader will leave a Yellow leader cold and visa vera. A development program suited for a Red leader will leave a Blue leader cold and visa vera.
Off-the-shelf
Off-the-shelf development is always self-optimal; because, not only are leaders different but so are organisations. Leadership development that adds value to one organisation may be detrimental to another. This is why it's so important to do Organisational Diagnostics before you begin. For example, the competitive advantage of organisations like universities and research bodies comes from Blue strengths in analysis and research. The competitive advantage of organisations like McDonalds comes from Green strengths in operational excellence, process and order. The competitive advantage of organisations like Harley-Davidson and great consulting companies comes from Red strengths in customer intimacy, knowing their customer better than the customer knows themselves. And the competitive advantage of organisations like SpaceX, Tesla and Apple come from Yellow strengths in product leadership, creativity and innovation.
What great leadership development should focus on
There are two things that make leaders great and these are what great leadership development needs to focus on:
Cracking Great Leadership Program
So, what makes the Cracking Great Leadership Program different? First, we start off profiling people so they know who they are (using Herrmann's Brain Dominance Index), where they are on their journey (discovering their archetypes) and uncovering their core of greatness (Genius Factor).
Then we tailor the program, like a glove, so each individual grows their specific strengths (instead of wasting effort trying to become stronger where they are weak); and learns how to cover their weaknesses. This moves everyone's journey towards their genius.
Specifically, the Program will benefit different people quite differently depending on how they think. For example:
Covering weaknesses
Most leadership programs identify an individual's weak points and try to make these stronger. If you work on your weaknesses they may become slightly less weak; but, if you put the same effort into growing your strengths you will get far greater gains. The Cracking Great Leaders Program ends up with everyone understanding and using their strengths and working more closely with others who have different strengths.
The way we help leaders 'cover their weaknesses' varies from case to case but it usually involves a combination of:
Action
If this makes sense to you, and you (or anyone you know) wants more successful Leadership Development, you are in luck because my "Cracking Great Leadership Program" is just what you are looking for. Give me a call if you are interested or if you know someone I can contact. It may turn out to be the best thing you've ever done.
Bruce Holland is the Consultants’ consultant, dedicated to removing the pain and time required to move from the commercial world into consulting.
He is also the author of the book: Cracking Great Leaders Liberate Human Energy at Work and the supporting Program designed for other consultants who don’t have the skills or time to develop their own intellectual property.
One-size-fits-all
One-size-fits-all development is based on research of the best practices of "great leaders", distilling them into formulas and selling these as solutions for everyone else. The problem is that leaders are NOT the same. What suits one leader does not suit another. Research from Herrmann International's database shows that there is no such thing as one-type of great leader. Instead great leaders can be so different it's almost as though they were painted in different colours. There are Blue leaders who favour analysis and critical thinking. There are Green leaders who favour stability and process. There are Red leaders who favour relationships, values and teamwork. And there are Yellow leaders who favour innovation and creativity. This research shows that great leaders come from all four colours. One-size-suits-all can not work because a development program suited for a Green leader will leave a Yellow leader cold and visa vera. A development program suited for a Red leader will leave a Blue leader cold and visa vera.
Off-the-shelf
Off-the-shelf development is always self-optimal; because, not only are leaders different but so are organisations. Leadership development that adds value to one organisation may be detrimental to another. This is why it's so important to do Organisational Diagnostics before you begin. For example, the competitive advantage of organisations like universities and research bodies comes from Blue strengths in analysis and research. The competitive advantage of organisations like McDonalds comes from Green strengths in operational excellence, process and order. The competitive advantage of organisations like Harley-Davidson and great consulting companies comes from Red strengths in customer intimacy, knowing their customer better than the customer knows themselves. And the competitive advantage of organisations like SpaceX, Tesla and Apple come from Yellow strengths in product leadership, creativity and innovation.
What great leadership development should focus on
There are two things that make leaders great and these are what great leadership development needs to focus on:
- Great leaders know who they are and they play to their strengths. Knowing who they are is vital to their authenticity because unless they know who they are no one else will know either and they will come across as 'flaky', insincere and inconsistent. Authenticity is a leaders most precious commodity, and they lose it when they attempt techniques that don't fit their strengths. Playing to their strengths is important because if they try to do things that make other types successful they will just look silly and will not succeed. Yet, 'best practice' is exactly what off-the-shelf leadership development tries to develop.
- Great leaders know that each of their people is a different colour with different gifts to give. They know that if they treat each person the way that colour wants to be treated they will get a vibrant rainbow, but if they treat everyone the same they will get muddy gray results. Yet, one-best-way to leadership development, is exactly what most leadership programs teach.
Cracking Great Leadership Program
So, what makes the Cracking Great Leadership Program different? First, we start off profiling people so they know who they are (using Herrmann's Brain Dominance Index), where they are on their journey (discovering their archetypes) and uncovering their core of greatness (Genius Factor).
Then we tailor the program, like a glove, so each individual grows their specific strengths (instead of wasting effort trying to become stronger where they are weak); and learns how to cover their weaknesses. This moves everyone's journey towards their genius.
Specifically, the Program will benefit different people quite differently depending on how they think. For example:
- If you are a Blue leader our program will help you develop your strengths in problem solving, dealing with data and clarifying goals in a complex world; and find ways to cover your weaknesses by working with others who have different strengths. By helping you find ways to use your strengths and cover your weaknesses our program will make you stronger and more useful to your organisation.
- If you are a Green leader our program will help you develop your strengths in just-in-time planning, walking-the-talk and managing complicated operational issues; and find ways to cover your weaknesses by working with others who have different strengths.
- If you are a Red leader our program will help you develop your emotional intelligence to read others emotions and to create a culture of shared values, trust, openness, and personal loyalty; and find ways to cover your weaknesses by working with others who have different strengths.
- If you are a Yellow leader our program will help you develop your strategic, holistic strengths to guide rapid change and make decisions in a world of great uncertainty; and find ways to cover your weaknesses by working with others who have different strengths.
Covering weaknesses
Most leadership programs identify an individual's weak points and try to make these stronger. If you work on your weaknesses they may become slightly less weak; but, if you put the same effort into growing your strengths you will get far greater gains. The Cracking Great Leaders Program ends up with everyone understanding and using their strengths and working more closely with others who have different strengths.
The way we help leaders 'cover their weaknesses' varies from case to case but it usually involves a combination of:
- Delegating work in areas where they are weak to others who are strong
- Outsourcing
- Technology solutions
- Eliminating the work
- Working in rainbow coloured teams
- Building relationships that leverage other people's knowledge, skills, energy, money, success, failure, ideas, and relationships.
Action
If this makes sense to you, and you (or anyone you know) wants more successful Leadership Development, you are in luck because my "Cracking Great Leadership Program" is just what you are looking for. Give me a call if you are interested or if you know someone I can contact. It may turn out to be the best thing you've ever done.
Bruce Holland is the Consultants’ consultant, dedicated to removing the pain and time required to move from the commercial world into consulting.
He is also the author of the book: Cracking Great Leaders Liberate Human Energy at Work and the supporting Program designed for other consultants who don’t have the skills or time to develop their own intellectual property.