Our first question with new training or coaching projects is always the same:
“What are the business drivers for you to spend the time and money developing these leadership skills?”
Put another way… “Is there a great reason to make this investment?”
Our clients usually pause, and often say, “Yes, well we’ve grown a lot over the past x-number of years, in both revenue and headcount. And, to be honest, we’ve done very little to train our employees to handle this increase in scope… both the increase in complexity of their work and how to lead a larger number of employees.”
In one instance, a client responded to our question, stating, “We just finalized an acquisition of another company, and we’d really like their leaders to know how we operate, and to get to know our leaders.”
Whatever is the answer, it’s fantastic to learn about these business drivers, which become fuel for your leadership development efforts by:
1) Guiding discussions on the training content and design
2) Helping motivate other leaders to participate in, or sponsor, the development
3) Creating lasting motivation that sustains the skills learned in the training – taking it back to the job
What are the reasons behind initiating the development (coaching or training) of your staff? We’d love to hear from you!
If you’d like to have a conversation with us, please feel free to contact us at firstname.lastname@example.org. We look forward to speaking with you!