As people leaders, it can be hard to build trust with your employees. When you’re leading a new team, it can be especially difficult. Over the past year, leaders have experienced a tremendous amount of team turnover. According to Josh Bersin, 40% of Americans changed jobs, roles, or managers in the past year. As you can see, there is an unprecedented level of change at the people level within our organizations and teams.
Develop effective leadership skills in a way that has long-lasting impact.
Leaders of human resources and learning and development programs have grown accustomed to leaders resisting participation in leadership development programs. But why is there resistance to this sort of development? Why wouldn’t people want to sharpen their leadership skills? From my experience, the lack of interest is not driven by an unwillingness to develop those critical skills. More often, participants view the development opportunity as a waste of time. They tend to lack confidence that the program will promote desired behavior changes or result in necessary outcomes. DDI’s 2021 Global Leadership Forecast found that one in four leaders indicates that leadership development is either nonexistent or of low quality at their organization.
Are leadership development programs worth it?
In the U.S., that is a $166 billion question, at least according to Forbes, which says that is the annual spend on leadership development in the U.S. alone.  The answer to this question will vary among senior leaders/sponsors and those that are taking part in the program. Senior leaders view such programs as a necessary tool for an organization’s long-term sustainability. For anyone that is taking part in the program, however, the answer about value depends on some specific determining factors.