The question of whether leaders are born or made (i.e., nature vs. nurture) has been debated over time. The answer of course is both. People come into leadership positions with god-given-like talents that are not equal. Some people are better at leveraging these talents in leadership roles with little development - including coaching. Most however arrive in leadership roles through a combination of leveraging their talents, along with developing leadership skills. Most experts believe that the leadership development platform looks like this:
The conversation about management and leadership is another key area where a distinction needs to be made and applied. "Doing things right" (management) and "doing the right things" (leadership) are both needed when it comes to understanding the leadership development path. The former is tied to one's competence (and performance) and the latter is tied to one's character as a leader. To leverage "competence" without regard for "character" is highly typical - and problematic - in organizations. For example, most of us have heard the story of the highly successful technical person who, once promoted into a leadership role, failed! Why? In most cases, the answer is directly related to their poor leadership skills.
Developing authentic leaders in today's highly complex world where change, change, and more change is the new norm, starts with building self-awareness. Why? In the world or relentless change, today's leadership requires leaders who possess "self-awareness" in order to effectively influence others where trust, for example, is grounded in the relationship. Effective leadership development then requires bringing the whole person to the relationship to influence others.
Warren Bennis, a leading expert on management development and training, has stated numerous times that leadership is about relationships - and if he had to give something up when it comes to leadership development, he would retain relationships!
So what is a key ingredient for building relationships? We believe like many others that the answer is tied to Emotional Intelligence (EQ), otherwise described as "self-awareness." For example, EQ has been shown in various studies to account for more than 80% of the variance between mediocre and top performers!
The question of whether EQ can be developed has also been debated at times. The answer is YES! We offer leadership development programs that meet this need.
My leadership development training background is centered on using best-in-class programs to train, develop and coach managers. See program details below.
We offer a number of programs marketed by Advantage Performance Group. These programs all use gamification as the training format:
Using gamification to develop managers is not new. The concept of play has been around forever. Countless studies have shown the benefits of using games as a training format for adult learning, including their direct link to learning and cognition.
We offer customized leadership development training programs on request.