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TOPIC : Is leadership training dead?

BIG IDEAS:

• creating a learning experience without training/teaching people
• training gives people a chance to not take responsibility - they are following the training
• people are happy after a training, but change long term is limited
• attempt to get manager and HR involved in training, but it didn't work
• clients/customers want training, but don't take the time to reflect on what they need
• time is a barrier to implementation of oversight of training
• Peter Principle -- people rise to the level of their competence
• great individual contributors don't always make great leaders
• leadership is nuanced and doesn't follow a checklist
• training doesn't personalize the learning to where/who they are
• provide the spark, get people more emotionally involved in the change
• connecting the theory, to the emotions, to create the behavior change
• leadership is the state of being a leader, not a skill
• bringing the manager in was an attempt to reinforce the training
• making leadership experiences voluntary versus obligatory
• internally motivated learning is more impactful
• letting go of agendas and objectives -- some structure, but give space for what arises from the participants
• leadership can't be taught, but it can be developed
• humans and leadership are too complex to be taught
• leadership has an emotional component
• getting stuck in what you're supposed to do, rather than reading the "room" and adapting to the situation in front of you
• letting go of the idea of needing "tools" as a leader
• internal motivation of being a leader

BOOKS MENTIONED:

• The Power of Moment, Chip and Dan Heath

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