15 December, 2015
How To Improve On-Job Leadership Effectiveness – 3 Quick Tips
This week we’re going to take a look at 3 quick tips on how you can improve the on-job leadership effectiveness of your managers.
You know, the reality is we know that learning is much more complex than just attending a course. And if you think about leadership development, just because someone attends leadership training doesn’t mean that manager will go back to work and make any changes in the way they manage their people.
It turns out that DDI has identified that 50% of all leadership development occurs on-the-job, 30% occurs through learning from others, and only 20% occurs through formal training. So what that suggests is 80% of all leadership development occurs away from any formal leadership training you might do. So you better have a way of helping your managers develop their on-job leadership performance.
I’m going to suggest 3 quick tips about how you might do that:
- You can’t manage what you don’t measure. In the absence of feedback, managers will often reasonably assume they’re doing okay, even when they’re not. So what you need is a way of measuring the on-job leadership performance of your managers, so you can use that data to help them improve by creating leadership development plans for them to put into place.
- Once you’ve got those leadership development plans in place, you need to hold managers accountable for taking action. The easiest way we’ve found to do this is to set up a process where the immediate managers of those people put in place a leadership review on a monthly basis. During the review, they simply review what activities occurred, what changes have been put in place, what impact they’ve had, and do some coaching around this.
- This tip comes from research across 8 companies with in excess of 11,000 managers – and what was discovered in that research is that the activity which has the highest correlation with improved leadership effectiveness, is managers actually taking the time to review their leadership activity with their direct reports. So the best thing that you can do to help your managers improve their on-job leadership effectiveness is to get them to sit down on a regular basis with their direct reports, share their leadership improvement priorities, and talk about 1 or 2 things that manager could do differently in the coming months which would help them become more effective from the perspective of their direct reports.
So there you have it, 3 tips in terms of helping your managers improve their on-job leadership effectiveness.
To get our report “The #1 Most Costly Leadership Development Mistake Businesses Make, and What to do About It”, which shows how to make sure you get the increases in employee performance and engagement you’re wanting from your leadership development program, for more profit, click here.