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Building Organisational Talent Driving for Results Leadership Influencing Uncategorised

A High Tide

One of the greatest things about working in learning is the boundless curiosity of those around you; unfortunately it can also be one of the worst things about our profession too. We are, far too often, enamoured with the latest shiny thing and, as such, open to the accusation that we’re “fluffy” rather than commercial.

Yet our role in business is simple: to make it better. Our job is to improve the quality of our people and make the organisation better at what it does. As Sergei would say “simples”…

So why do we often get it so wrong?

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Building Organisational Talent Driving for Results Operational Decision Making

An end to altruism

A colleague of mine recently shared an article by MindGenius titled “Poor Management Training is Holding Back the Economy”.

It focusses on the results of a survey carried out amongst senior decision makers working for small businesses in the UK and contains the usual plethora of damming statistics and hyperbole about the lack of management development available and the quality of that which is.

Of those surveyed 87% thought employers should be doing more to develop management and leadership skill, 91% thought schools and universities should do a better job preparing students for leadership roles and only 3% thought that UK companies had world leading managers.

Add to this the oft quoted $14 billion that our cousins in the US spend on leadership development each year and it’s a wonder anyone who works in L&D ever gets through a performance appraisal!

And yet, if you asked those same senior decision makers what were the most critical roles in their organisations, the ones absolutely vital to its success, what would they say – and could they support the statement with evidence?

My guess is they could not. In fact, I’d suggest that most organisations, large and small, are in a similar situation. Do they have an opinion? I’m sure they do. Do they have any data to support it? That remains to be seen.

So, to the 87% who think employers should be doing more to develop management and leadership skill, I commend your altruism. I also wonder if you invest money in an equally haphazard way when paying to develop other key resources and infrastructure.

We need to stop banging this particular drum and create a more focussed approach to development – and that approach starts not with the people but the organisation.

Learning leaders everywhere need to help their organisations be more measured and strategic in their approach to development. Here are five steps to get you underway.