Great leaders are not well-rounded. Instead, they have specific areas where they truly excel – and they also have their own unique gaps and blindspots.
However, organizations often use a standardized approach to development where everyone goes through the same experience at the same time.
The risk here is that the learning is not aligned to each leaders’ unique needs, nor is it immediately relevant to the real-world challenges they face. All too often, it’s quickly forgotten.
Research shows that leaders learn best when development is context and job-relevant, when they get feedback on their performance and they can immediately apply what they’ve learned back in the workplace.
These principles underpin our approach..
