Our work with leaders in the healthcare, hospitality, and financial services sectors often begins with some derivative of the statement, “I can’t get enough managers (all levels) hired, trained, and performing adequately. Can you help?” Though the perceived need often is for the delivery of more or better leadership development, the reality is that’s often a “right church, wrong pew” scenario, stemming from the fact that we’re asking too much of our leadership development resources. How so?
- Late to the game. Most of those being moved into 1st-time leadership roles are transitioning without the benefit of ANY leader preparation. That’s akin to giving a person a scalpel, scrubs, and a license to practice medicine prior to any med school. The results are entirely predictable.
- Square peg, round hole. Too often, those promoted into management lack vital but untrainable attributes like courage, character and humility. Odds are, they can’t learn it, and you can’t teach it.
- Bad examples. In too many cases, the example that’s being set for our newfound leaders to follow and emulate is, in a word, awful.
