McKinsey reported four major reasons of 'why leadership development programs fail'. 


1. Overlooking context

2. Decoupling reflection from real work

3. Underestimating mind-sets

4. Failing to measure results. 


And McKinsey suggests this solution: 1) Matching specific leadership skills and traits to the context at hand; 2) embedding leadership development in real work; 3) fearlessly investigating the mind-sets that underpin behavior; and 4) monitoring the impact so as to make improvements over time.




Photo source: http://blogs-images.forbes.com/mikemyatt/files/2012/12/Why-Leadership-Development-Fails.jpg



Overall, I agree with the McKinsey's points and solutions to increase effectiveness of Leadership development programs. 


But, I want to argue about one simple thing with this question. "Are current leaders (e.g. top-management) ready to invest future leaders?" 


In many research and and my personal experiences, incumbent leaders (top-management) 'superficially' give consent to developing future leaders meanwhile they 'have the fear to be replaced by future leaders' behind a curtain.  


Thus, managing the fear of current leaders' fear is the prerequisite condition for developing future leaders. 


P.S.) Special thanks to Bayasgalan Bayarmagnai for his sharing the article. 


http://www.mckinsey.com/insights/leading_in_the_21st_century/why_leadership-development_programs_fail

Posted by Jeonghwan Choi

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