Clear Views Blog

As we engage in conversations with executives about developing talent and leaders in the workplace, they often reply, “We already have leadership development covered” when in fact, they don’t. Frequently, the lack of an effective leadership development and training program results from thinking only the “senior players” need to evolve in areas of leadership. However, the best leadership development goals for any organization are an integral part of the strategic business plan which includes all employees and managers since that is where operational execution occurs at it’s core. 

You've just spent $1,000, $10,000, $100,000 - whatever amount - on a training program to teach your managers and leaders to communicate better with others, to lead situationally, to give better feedback, or some other relevant topic that you believe will positively impact leadership, productivity and engagement at your organization. The happy face feedback is spectacular - a roaring success.

How do you keep this work alive in your culture?

A client recently posed that question. He's the President. He's also a change agent, leading a cultural evolution.

His is an unusual request, actually, as most organizations fall into the Check It Off the List box. One and done. Then, months later, they look around and notice, gosh, nothing has changed! That class must not have worked!

Here's the fact of the matter: any leadership training, or communication or interpersonal training is a change initiative. Treat it with the respect it is due. 

Here are ideas for successfully sustaining the work.