The Importance Of Involving Stakeholders In A Leader’s Improvement Journey

An ex colleague recently called to explore signing me up as a coach. Harry ( let’s call him that) had been a peer and we enjoyed a fairly cordial relationship when we were working together. His career had grown quite fast, and every success was well earned. We fell out of touch about 5 years ago, so it was a bit of a surprise when he sent me a message a few weeks ago, asking whether we could catch up briefly to discuss a potential coaching engagement. This post is not about exploratory sessions, nor about the specific issues he felt he wanted help on, so I will spare you the details.

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Where Coaching Fits In Your Leadership Development Program

Traditionally, Leadership Development Programs put a lot of emphasis on Training.

The bulk of corporate learning budgets are spent on training courses, seminars and workshops.This is of course important, as classroom/computer based learning is a fairly efficient means of acquiring knowledge.

But acquisition of knowledge is not the same as learning! In fact, if one were to go by the Center for Creative Leadership’s (CCL) popular 70-20-10 model, only 10% of learning happens through courses. That means a good 90% of the learning/retention of managerial skills depends on what happens outside/after the course.

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