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How to design leadership programmes with zero dropout rates, ETHRWorld

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<p>Amrita Choudhury, Head - Talent Development, Prodapt</p>
Amrita Choudhury, Head – Talent Development, Prodapt

Leadership development programmes play a pivotal role in shaping the future of organizations. It’s estimated that companies spend around $50 billion annually on leadership development.

Despite this, a recent survey shows that a staggering 75% of organizations have leadership development programmes that fall short and don’t have the desired effect. In fact, I often see my industry peers struggling with high dropout rates, and with measuring impact over time.

Here are some reasons why many leadership programmes lose momentum.

Why Leadership Programmes Often Fail

1. No Compelling Purpose

Often, leadership programmes lack a compelling purpose, don’t clearly articulate the benefits for participants, or align with broader organizational goals.

The question we should be asking: “Who benefits from the programme, and what percentage of internal leadership positions are we planning to fill internally?”

2. No Involvement or Support by Managers

An unsupportive organizational environment hinders the development and growth of leaders.

The question we should be asking: “How can we foster an atmosphere that’s more supportive and conducive to leadership development initiatives?”

3. No Link with Real Business Scenarios

Theory-based learning that is full of frameworks and models often doesn’t include real-life cases that affect the organization.

The question we should be asking:…

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