Throughout my extensive corporate tenure and entrepreneurial ventures, one consistent narrative emerges: leadership education is a cornerstone investment for companies striving to secure a competitive edge. As a seasoned Leadership and Team Development Consultant, I’ve witnessed firsthand the profound impact of effective leadership education. However, amidst my wealth of experience, a troubling trend persists: despite the considerable resources allocated to training programs in collaboration with top-tier leadership education providers, the resulting returns on investment often fall short of expectations. This begs the question: What factors contribute to this discrepancy, and more critically, how can we address them effectively?
I recently received this thought-provoking article in the Harvard Business Review, where the author argued that the traditional model of executive education, predominantly offered by business schools and conventional educators, carries inherent limitations.
Regrettably, most of my colleagues and I are a product of this model. While these institutions excel at teaching us technical skills, they often need to improve in imparting the soft skills that are increasingly vital for success in today’s dynamic business environment. I’ve championed these soft skills in my writings and consultations.
Moreover, there’s the issue of retention. Companies invest in developing their employees’ skills, only to see them leave for greener pastures, taking their newly acquired knowledge with them. This turnover drains resources and disrupts continuity and progress within the organization.
The Learning Gap
The most glaring issue pointed out in the article is the gap between classroom learning and real-world application. Many of the C-level executives I encounter pointed out that learners often need help translating theoretical knowledge into practical skills that can be directly applied to their roles. This disconnect undermines the effectiveness of executive education programs and leads to frustration among employers and employees, some turning into podcasts and renowned resources for better learning opportunities.
So, what’s the solution? According to business professors Mihnea Moldoveanu and Das Narayandas, the answer lies in the “personal learning cloud” (PLC), as discussed in this article they authored. The PLC encompasses various online courses, interactive platforms, and digital tools offered by established providers and innovative startups.
The Personal Learning Cloud Advantage
Its ability to deliver personalized, socialized, contextualized, and trackable learning experiences sets the PLC apart. Let’s break down these key components:
- Personalized Learning: Unlike traditional classroom settings, the PLC allows learners to tailor their educational journey to their specific needs and interests. Through adaptive algorithms and customized curriculum pathways, individuals can focus on areas where they need the most improvement, maximizing the effectiveness of their learning experience.
- Socialized Learning: Learning is inherently social, and the PLC leverages technology to facilitate collaboration and knowledge sharing among peers. Through virtual discussion forums, group projects, or peer-to-peer mentoring, learners can engage with a diverse community of professionals, enriching their learning experience through collective insights and perspectives.
- Contextualized Learning: One of the most significant advantages of the PLC is its ability to bridge the gap between theory and practice. By incorporating real-world case studies, simulations, and practical exercises, learners can gain hands-on experience and develop skills that are directly applicable to their roles and responsibilities.
- Trackable Learning: Unlike traditional education models, which often lack robust assessment and feedback mechanisms, the PLC offers comprehensive tracking and analytics tools. Employers can monitor their employees’ progress in real time, identify areas for improvement, and measure the impact of their investment in executive education.
The PLC Experience
I’ve had the privilege of connecting deeply with leading leadership development agencies such as GiANT. They have been at the forefront of revolutionizing leadership education with their innovative approach. As one of their certified instructors, I’ve witnessed firsthand the transformative power of the Personal Learning Cloud (PLC). What sets GiANT apart is its commitment to providing personalized, socialized, contextualized, and trackable learning experiences through its network of skilled instructors.
One of the most compelling aspects of the GiANT program is that it doesn’t simply rely on the cloud for learning — it begins on the ground with a foundational step called the Leadership Audit. This ground-level assessment by certified GiANT Guides allows participants to gain insights into their current leadership styles, strengths, and areas for improvement. By starting with this personalized assessment, your GiANT Guide ensures that each individual’s learning journey is tailored to their unique needs and circumstances.
“The GiANT program does not simply rely on the cloud for learning — it begins on the ground with a foundational step called the Leadership Audit.”
David Carr
The Leadership Audit serves as a springboard for participants to delve into the PLC experience. Through a combination of online modules, interactive workshops, and peer collaboration, learners are guided through a comprehensive learning curriculum designed to enhance their leadership skills and capabilities.
The Leadership Flywheel
The Leadership Flywheel serves as the cornerstone of GiANT’s comprehensive leadership audit, offering a structured approach to diagnosing and addressing organizational challenges, which a Guide walks through with you. At its core, the flywheel identifies five critical areas of leadership that form the foundation of any successful organization. By evaluating and improving upon these critical domains, teams can enhance their performance, foster resilience, and drive sustainable growth.
- Communication: Effective communication lies at the heart of successful leadership. Everyone has a leadership voice, whether they know it or not. From the most quiet to the most gregarious, we all have the ability to lead others. The problem is most people don’t know their leadership voice or how to use it.
- Relationships: Strong relationships form the bedrock of a thriving organization. Whether it’s within teams, across departments, or with external stakeholders, cultivating meaningful connections is essential for fostering a positive work environment, promoting empathy, and resolving conflicts constructively. Leaders prioritizing relationship-building foster loyalty, engagement, and a sense of belonging among team members.
- Alignment: Alignment ensures that everyone within the organization works towards a common core value. It involves clarifying objectives, defining roles and responsibilities, and allocating resources effectively. When teams are aligned, they can move forward cohesively, avoid duplication of efforts, and adapt quickly to changing circumstances.
- Execution: Execution is where plans meet action. It involves translating strategies into tangible results by setting clear priorities, establishing accountability mechanisms, and driving progress through effective project management.
- Capacity: Capacity refers to the collective capabilities and resources available within the organization to achieve its objectives. This includes technical skills, expertise, adaptability, innovation, and organizational culture. Leaders who invest in building capacity empower their teams to excel in their roles, foster continuous learning and improvement, and position the organization for long-term success.
In the leadership audit activity, your GiANT Guide will assess strengths and weaknesses in each of these five areas. By understanding their current state comprehensively, individuals and teams can identify areas for improvement and develop targeted strategies to enhance their leadership capabilities. Addressing any deficiencies in these critical domains is essential for driving sustainable performance and resilience across the organization.
Ignite Your Growth
Are your leadership development efforts and investments falling below expectations? Is there a gap between what was learned in the classroom and what was applied on the job? I don’t have instant answers for you, but I can help you with a thorough leadership audit defining what’s working and not working in your organization. Join me on this free, no-obligation discovery call today!