Organizations spend a lot on leadership development and still the results are unsatisfactory. Thus, organizations must adopt unconventional methods to develop leaders.
FREMONT, CA: Today, numerous business leaders are not able to form a relationship with their employees. According to Edelman, 33 percent of the employees do not trust their employer despite the fact that billions of dollars are spent on leadership development every year. The main problem with the current leadership development programs are that they are not congruent with the type of leaders we need in the future. Majority of leadership programs curricula are already preset. The participants are taken out of their day-to-day workplaces to teach them leadership qualities based on classroom-taught rationally-based, individually-focused methods. However, studies show that the leadership qualities in the modern world have to be intuitive, dynamic, collaborative, and grounded with emotional intelligence.
According to Neuroscience, humans learn exponentially when the emotional circuits within the brain are activated. The past experiences which activate these circuits prompt a person to notice things both in the environment and in the brain. But, based on novel experience, the intentional mind is more engaged when an individual makes conscious decisions about their behavior. The organizations must get rid of pre-planned teaching schedules, lectures, content, and exercises that ask an individual to think according to their perspective. Instead, organizations must switch to designing self-directed experiences for participants that duplicate the exact contexts they need to lead in. With such exercises, the group dynamics in the room changes to a practice arena which is sometimes uncomfortable.
Experts have found out that leaders must improve the quality of the inner game or regulate their emotional and mental state before developing their outer game. Thus, leaders must start working on their inner game by having hard conversations about unhelpful reality. These conversations can help them regulate their anxiety and help them build a capacity to view disturbance as transformational, not dysfunctional. Experts have further found out that unconventional leadership experiences such as mindfully walking outdoors in the nature or listening to peers silently while they share their life stories, enables leaders to tap into their inner world. As a result, it helps leaders cultivate skills such as purpose, empathy, self-awareness, and acute attentional discipline.
Experts have found that offering participants experiences such as mindfully walking outdoors in nature, sitting silently in peer groups to hear colleagues share their life stories, and providing out-of-the-ordinary tasks, helps leaders cultivate vital skills of purpose, self-awareness, empathy, and acute attentional discipline. Thus, an organization must look at how they are delivering leadership development as failed leadership can cost an organization a lot.