Dealing With Performance Tops List of Leadership Initiatives

Share Article

Coaching a performance problem, communicating performance standards and other tactical initiatives are the most common components of leadership development programs, according to a study by Novations Group, Inc., a global consulting organization based in Boston.

In order for individuals to advance from individual contributor to manager they need to be taught the full suite of skills needed to act as a local leader, not as just an expert. And too often people are promoted to a management position and don't let go of their old job.

Coaching a performance problem, communicating performance standards and other tactical initiatives are the most common components of leadership development programs, according to a study by Novations Group, Inc. , a global consulting organization based in Boston.

A good deal less frequent are key strategic skills such as communicating vision or delegating responsibility, reported Novations, which surveyed more than 2,500 senior HR and training executives throughout the U.S. and Canada. In fact, the top five leadership development initiatives are entirely operational in focus.

The high priority given day-to-day management problems should not take anyone by surprise, said Novations CEO and President Mike Hyter . "Dealing with performance issues or handling conflict is of course fundamental to what managers do, and managers surely benefit from training in how to resolve these situations constructively, especially when differences are involved. What is disappointing is the relatively low emphasis given to the strategic dimension. At the very core of developing new leaders is getting people to look beyond the tactical stuff and to engage on the bigger issues."

Which of the following management situations or initiatives are addressed by your organization's leadership development program (please select all that apply)?

Coaching a performance problem            71.9%
Communicating performance standards    69.1%
Coaching a development opportunity    68.7%
Conducting a performance appraisal    66.8%
Handling conflict situations            65.9%
Communicating vision and strategy    59.4%
Selecting the right employee            58.1%
Diversity & Inclusion                    55.3%
Gaining commitment to goals            49.3%
Managing priorities                    48.8%
Change management                    45.2%
Acting on feedback                    44.7%
Teaching a skill & delegating
     responsibility                    39.6%
Influencing internal resources            34.6%
Managing a virtual team                    27.6%

The comparatively low priority of teaching a skill & delegating responsibility concerns Hyter. "In order for individuals to advance from individual contributor to manager they need to be taught the full suite of skills needed to act as a local leader, not as just an expert. And too often people are promoted to a management position and don't let go of their old job."

Hyter was nevertheless encouraged to learn that a majority of organizations consider diversity and inclusion part of leadership development. "For more than a decade there's been a growing understanding that inclusion isn't so much about percentages as it is opening up the process so that everyone in the organization gets a chance to learn and achieve."

Equation Research conducted the Internet survey of 2,556 senior HR and T&D executives on behalf of Novations in December 2007.

Novations Group, Inc. is a leading provider of consulting and training services on four continents. Novations is recognized for its expertise in diversity & inclusion, employee engagement, talent management, employee selection, leadership development, organization communications, sales training and customer service. For more information, visit http://www.novations.com.

Contact: Pat FitzGerald, Novations, 617-787-2163, pfitzgerald(at)novations.com, or Phil Ryan, Ryan Public Relations, 845-339-7858.

This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: http://www.HRmarketer.com) on behalf of the company
listed above.

###

Share article on social media or email:

View article via:

Pdf Print