Building Results-Oriented Leadership Development Programs

The retail pioneer, John Wanamaker, once stated, “Half the money I spend on advertising is wasted; the trouble is I don’t know which half”. The chain of department stores he started eventually became part of Macy’s. Even in today’s digital advertising age, that statement is still true, with more than half being wasted according to some experts. The same is very true of leadership development programs.

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The Impact of Toxic Leaders on Your Organization

Toxic leaders are like weeds in your garden or lawn. If you don’t remove them right away, they will infest your entire organization resulting in stifled growth, reduced morale and the departure of quality employees.

Toxic leaders are everywhere, whether organizations want to admit it or not. They can be found in organizations with as little as 100 employees or found in multitudes in larger ones. Unfortunately, they are usually ignored and allowed to choke the growth of those around them, namely, their subordinates and their peers. They are usually accepted and described in satisfactory terms such as hard-working, results-driven, or persistent. On the surface, these traits could describe great employees, but when taken to the extreme, they result in negative outcomes, such as abuse, intimidation and manipulation.

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What TEAM Leadership Gaps Are You Bringing Into 2024?

In the last edition of the newsletter, we discussed individual leadership gaps and how they can impact your success as a leader. It’s important to identify and either fix or compensate for them. These gaps can either be small and fix with some ‘leadership caulk’ or large which may require some ‘leadership patch.’ Either way, it’s important for leaders at all levels to regularly evaluate and correct their leadership gaps.

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What INDIVIDUAL Leadership Gaps are You Bringing Into 2024?

Everyone has leadership gaps. The key to being or becoming a successful leader is to identify those gaps and either repair or compensate for them. These gaps can be small and repaired with some ‘caulk’ or huge needing ‘pothole repair compound’. If left unattended, a small gap can grow into a huge one for the leader. Do you know which one(s) you have?

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Why 360-Reviews Make it Difficult to Identify Toxic Leaders

Toxic leaders are difficult to find using typical 360-reviews because they are text-based which makes them not completely anonymous. This can lead to retaliation if the reviewer is completely truthful about the leader’s performance. That’s why we provide a quantitative tool to provide completely anonymous feedback to the leader in our LeadershipRMS 360 strategy.

Utilizing an Evidence-Based DEI Strategy

The most frequent arguments against DEI initiatives are focused around competence and merit. On competence, they argue that a less competent person is receiving an opportunity because they are from a historically disenfranchised group. In actuality, less competent people have been receiving opportunities because they were from the majority population and/or had a relationship that provided them an unfair advantage for decades.

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Advancing Your DEI Initiatives With Data

Implementing a diversity, equity and inclusion (DEI) program requires an organization-wide cultural change. This change needs to start from the top and permeate throughout every level. Some of the areas impacted by the change include promotions, assignments, hiring practices and resources planning. Additionally, individual managers will need to change the way they select or recommend people for an opportunity as well as embrace new processes while selecting from a broader pool of qualified candidates.

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