Leadership

Changing Leadership Paradigms - Out With the Old, in With the New
By Mark Sturgell

If you doubt the results you are getting from your organization's existing employee training and leadership development efforts, it is time you considered a Results-Based Model for Leadership Development, as compared to less effective but common models.

Promotion Model of Leadership Development

This most common model is simple: promote the "super-worker" to supervisor and hope for the best. (Otherwise known as the "After all, that's how I learned to lead" model). Unfortunately, while front-line workers use about 90% technical skills and 10% people skills, the moment they become supervisors that ratio changes to at least 50:50, and the higher you go in an organization the more human relations skills, and less technical skills, are critical. Yet, where and when have most leaders learned these skills, if at all?

Promote People...then "Hope" for Results

Competency-based Leadership Development

From the book Fail-Safe Leadership (Martin & Muchler): "Sadly, many organizations are operating with an eighteenth or nineteenth century mind-set about leadership, yet expecting twenty-first century results..."

Corporate competency models of leadership have become a commodity in American business. The objective is always the same: use the designated leadership characteristics as a yardstick against which to train and develop all individuals in the company who are in positions of 'leadership'. Run people through the competencies modules and hope they produce desired results.

Grow Leadership Qualities in People...then "Hope" for Results

Results-Based Leadership Development

"Leadership is no longer about possessing certain personal characteristics, but rather about the ability to set goals and achieve desired results. More specifically, leadership is about doing those things that lead to getting results... What makes any person a leader is his or her ability to set goals and ACHIEVE DESIRED RESULTS - nothing more, nothing less." (Martin & Muchler)

In a results-based model of leadership development, every attempt to develop people is both defined and justified by the outcome it is intended to achieve and the values by which it is achieved. The focus is on the results, including values, rather than the individual leadership attributes...THEN grow and develop the people and processes to ensure the realization of those results and values.

Define the Desired Results & Values...then Grow People & Processes to Ensure Results

There are no natural leaders. Leaders have developed qualities that attract others. Leadership is when others follow you because of who you are and where you are going. Re-connect with the deep values and purpose that will lead you to where you really want to be. Visit http://purposeandnow.blogspot.com/

Mark A. Sturgell, CBC, is a Certified Business Coach and president of Performance Development Network. Mark coaches individuals, teams and organizations to achieve the measurable results they really want.

Copyright 2009 Mark A. Sturgell. All Rights Reserved Worldwide. Reprint Rights: You may reprint this article as long as you leave all of the links active, do not edit the article in any way, and give author name credit.

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