The goal of leadership development is not learning.
In fact… if learning is all that happens as the result of a workshop or program, we have failed.
Early in my career, I spent 10 years at Boston-based Digitas, a digital/direct marketing ad agency where the focus was never simply on producing clever, beautiful, or award-winning communications.
The real question was:
Did we actually change prospect or buyer behavior?
Now I realize that I carried that oh-so-crucial question into my work as an executive coach and leadership program facilitator.
Learning Is Only a Stepping Stone
Learning matters, of course.
But it is only a stepping stone.
Too often, leaders get stuck on that stepping stone… without ever fully crossing the river and building new muscle to behave differently on the other side.
Three Questions to Ask
So, for every leadership, teamwork, or communication initiative, ask yourself:
1. What specific behaviors are we trying to change?
Be clear about what people should actually do differently, not simply what they should know.
2. Where will people be held accountable to practice those behaviors?
Will they practice within the program, in their daily work, or both?
Because “learning” otherwise doesn’t automatically translate to new habits.
3. How will we measure behaviors before and after?
How will we demonstrate that the investment was worth it?
The Real Goal
The pot of gold lies not in what people KNOW at the end of a program.
It lies in what they now DO differently.
FAQs:
How do you measure the effectiveness of leadership development?
Start by defining the specific leadership behaviors you expect to change. Then establish opportunities to practice those behaviors and compare what leaders do before and after the program.
How can companies measure leadership training ROI?
Rather than measuring participation or knowledge alone, organizations can define desired behavior changes, establish success measures before the program begins, and evaluate whether those behaviors changed afterward.
Why doesn’t leadership training always change behavior?
Learning something does not automatically create a new habit. Leaders need opportunities to practice the behavior in real situations, receive feedback, and be held accountable for applying what they learned.
What should the goal of a leadership development program be?
The goal should extend beyond acquiring knowledge. Effective leadership development should help people behave differently in the situations that matter to their work.
