The doctor’s report is terrifying. After your ski accident, you have been diagnosed with a triple leg break and without a complicated surgical procedure you might not be able to walk properly again. Panic sets in. What do you do next? Do you run straight to the operating room? Or, do you take a step back and assess your options before you allow the doctor to cut you open and operate?
Before you trust your future and well-being to another’s expertise, doesn’t it make sense to learn more about the doctor’s experience? How many surgeries of this type has the doctor performed? What were the resulting outcomes? How many people have lost function from this surgical procedure?
Knowing the answers to these questions builds confidence in the doctor’s abilities and if they don’t, it’s time to look for another doctor! Experience matters.
We tend to not allow inexperienced doctors to practice on humans, so why do we allow people without experience to lead other people in business organizations?
Without those three, you cannot build trust and trust is crucial in leadership.
There is a gap that exists in thinking today that cannot be explained. The failure rate of new leaders, especially young leaders, is staggering! Yet, more money is spent training senior leaders than is invested into new leaders. (Training Magazine, November 2016)
Isn’t that a little like training the skilled surgeon and ignoring the training of the young medical resident?
- 40 percent of new leaders fail in the first 18 months, according to a study conducted by Institute of Executive Development.
- Aon Consulting concluded that new executives will typically quit or be fired in the first 36 months.
- When a new leader does survive, it takes between three to six months to become effective, resulting in billions of dollars of productivity lost.
According to Training Magazine, companies spend more money training senior leaders than new leaders. In its 2016-17 Trend Report, $1,000 is spent training one senior leader, while less is spent on lower-level managers and employees. Why does this upside-down relationship between training investment priorities and the leadership success gap exist?
If you wouldn’t allow an inexperienced doctor to perform complex surgery, why would you allow an inexperienced young leader to lead a team with no training or development?
Do you remember your first promotion? I do. “Here’s your team. Lead them to success and make sure your results don’t lag!” Meanwhile I (the boss) went off to Harvard Business School to obtain some executive development. As I look back on my career, and the careers of the thousands I touch each year, I am simply shocked at what is deemed best practice in organizations.
Think about it. For years you’ve done an amazing job. You’ve exceeded everyone’s expectations. You come to work with a smile on your face every day; producing work that matters. Then one day your boss says, “Congratulations! You’ve earned a promotion!”
Those peers you have been working with for years, some who have become your friends socially, are now your team and you are their boss. Instead of relying on your own performance, now you need to produce results through your team. Your boss finishes with, “Good luck. We’ll chat at your mid-year performance review!”
There is so much bad practice going on today, it’s easy to understand why so many new leaders fail. Every day in America we talk about low engagement, yet nothing changes.
We need to stop this vicious circle.
That first transition from individual contributor to first time leader is the worst. I know … I did it. It was sink or swim. Even if you don’t sink, you pick up bad habits which manifest themselves, and then through shadow leadership, those you lead pick up your bad habits too. And we wonder why there are so many bad bosses!
This has to change.
There are two simple things we can all do to stop the decay of leadership:
- Create a more engaging workplace, and
- Prevent bad habits from forming early.
At DX Learning Solutions, we believe experiential training is the only way to break the bad leadership habits that lead to bad bosses. We’ve discovered that you cannot tell someone they have a bad habit, they have to self-discover it. We maximize the effectiveness of experiential learning in all our leadership programs. We know that experiential learning:
- Sets leaders up for success by creating a safe environment to test knowledge and assumptions.
- Increases leadership success rates through enhancing self-awareness and humility.
- Is the way younger generations learn best.
Our sole focus is unlocking leadership potential by accelerating speed to leadership competency — at all levels. We better prepare your leaders by leveraging the power of self-discovery through experiential learning. In the end, they quickly learn and apply things that cannot be taught in eLearning, virtual platforms, or other traditional methods.
If you wouldn’t let an inexperienced doctor operate on you, apply the same logic in your business and stop promoting new leaders to fail. DX Learning Solutions offers customizable training programs for every level of your organization. Give your leaders a fighting chance by breaking their bad habits as early as you can.
Download our brochure for more information.
Want to see our training programs in action? Plan to attend one of our complimentary showcase events and see for yourself how DX Learning can help you unlock the leadership potential of your organization.