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Leadership Intervention

“Good Leaders Are Invaluable To A Company. Bad Leaders Will Destroy It.”
Why Most Leadership Development Programs Fail?
Are You Doing The Leadership Training the Right Way?
Everyday Leadership Intervention Details
Our Public Programs on Everyday Leadership

1 Good Leaders Are Invaluable

A lot of qualities are required for an organization to perform to its potential – customer orientation, good products, marketing, good teams, innovation, adaptability to change – we can add many more to this list.  But one thing that is absolutely essential for an organization to perform and excel is leadership.  NOTHING happens without good leadership within the organization.

Amy Reeves, in an article on Forbes.com describes the importance of leadership in a very elegant title – “Good Leaders Are Invaluable To A Company. Bad Leaders Will Destroy It.”  The impact of good leadership can be felt throughout the organization.  Open communication, commitment to common goals and vision, collaborative teams, engaged employees, culture of change and innovation, high morale and sustainable and profitable growth.  The impact of bad leadership can also be felt in company’s performance and culture.

If you want to accelerate performance of your team and your organization,  it is imperative to groom the people in the organization to become inspiring leaders.  To tackle the many and complex challenges leaders face, they need to be trained.  Most leaders move up the career ladder because of their technical expertise.  Technically they are sound and knowledgeable.  But as far as leadership development is concerned, they have learnt through trial and error and face

Any training, including leadership training, requires proper learning framework, applicability to work situations, individual awareness, accountability, follow up and hand holding.  Like a muscle the more you work it the better the skill develops.  Most leadership training programs are short duration programs.  They create awareness, but fail to change on job behaviour, and hence the training investment is wasted.

Our “Everyday Leadership” intervention is different in many aspects and addressed all of the issues why most leadership training program fail. Most leadership programs discuss famous and charismatic leaders.  Although people admire these charismatic leaders, they cannot relate to their stories and are not able to apply it to their specific situation at work.

When people are asked to describe someone who had a positive and significant influence in their lives, they hardly ever talk about famous or charismatic people or leaders.  Often they talk about someone close to them – they are colleagues, supervisors, teachers and coaches, and family members.  We all have opportunity to be a leader in our current position and be a positive influence and achieve results that are far beyond what we can even imagine.

Leadership is not a gene, or inheritance.  It is not limited to famous people, or people with power and position.  It is a set of practices that we all can develop to become the best leader who makes extraordinary things happen under any circumstances. But like anything of value in life –  it takes consistent commitment and effort.

Everyday Leadership covers, real life case studies and examples from the business world of the ordinary people who have achieved extraordinary results for their team and their companies.  It includes assessments to create self-awareness and understand how an individual is perceived as a leader and what she can do, via daily simple actions, to become an inspiring leader.  It includes action plan developed during the training program and also includes “live projects” to apply the tools to become better leaders.  It includes hand holding, accountability and reinforcement till the newly learnt skills are converted into lifetime habits.

Call us to see a 10 minute demo of how our leadership intervention can help boost your leadership development framework and company’s performance.

Contact Us:

2 Why Most Leadership Development Programs Fail

Lessons from the Executive Development and Talent Management team at McKesson.

According to J Scott Boston, Senior VP HR and Sandy Allred, Manager Executive development, both at McKesson,  there are five areas in which leadership development programs fail.  Hence anyone implementing a leadership program in an organization should stay clear of these  five pitfalls.

  1. Too elaborate and try to cover too many areas.
    Often designs for leadership programs are too complex, including action learning pieces that require tons of administrative support. These programs try to “ fit twenty pounds of stuff in a five pound bag ” rather than focusing on a few simple themes and doing them well.
  2. Lack of a compelling catalyst to convince participants of the need for change or continued growth.
    As managers progress in their careers, they become convinced that they are successful because they have achieved a certain level and often get set in their ways. Leadership development programs tend to work best when people realize that there is room for improvement. This can be accomplished in a number of ways, including 360 – degree feedback and assessment instruments.
  3. Lack of understanding or involvement of key stakeholders to support learners in the process.
    All too often there is CEO support for programs but little connection to the program from senior line leaders and, most important, participants ’ supervisors. So while leaders may intellectually understand the importance of programs, they remain at arm’s length during the process. This often results in poor support for on-going budgeting of the program or learner frustration that ” they are not doing this too and they need it.”
  4. Lack of sustainable change.
    Even the best among us go to programs and learn about things we need to do more effectively, only to return to a hectic work environment and fall into old patterns. A need for a more prolonged process where learning is applied to actual work experience is necessary and an expectation that “ someone is watching progress and actually cares ” needs to be maintained.
  5. Little demonstration of return on investment for the expense and time away from the job.
    Most training departments at some point have pursued the need to conduct training measurement studies to prove the value of their programs. Most often they try to go to Kirkpatrick ’ s level 5 and eventually get frustrated at the complexity of measuring such a process, particularly in the soft skill areas. With leadership development, it is often not necessary to go to such complex analytical lengths, but it is critical that learning and applicability to improvement back on the job are tracked and documented.

Article courtesy – Linkages Inc. Best Practices in Leadership and McKesson.

Most leadership training programs are not effective in changing on job behavior of the participants. No wonder training is still considered by most people (outside of HR) as a cost and not investment.

At Outstanding Productivity, we have been helping our clients to conduct training programs that give significant and measurable outcomes. We employ world class training delivery and tools and unique methodology to deliver significant, measurable and sustainable change in participants’ behavior.

We have many delighted clients pan India who are glad to recommend us to potential clients like you. Please contact us and we would love to provide you with testimonials and references from them.

All our in-house programs are customized based on the inputs of three parties. First HR, then 2-3 representative participants, and their reporting officers.

Call us to see a 10 minute demo of how our leadership intervention can help boost your leadership development framework and company’s performance.

Contact Us:

3 Are You Doing The Leadership Training the Right Way

Most L&D professionals know the routine.  Find a good training agency or trainer, conduct the program, get the feedback forms.  The feedback comes good, competencies matrix is updated, and it is assumed that the training need has been satisfied.

No matter how good the program, or the content or the trainer, the fact of the matter is that most of what trainees learn will be lost in about 30 days or so.    Unless there is periodic  reinforcement, accountability and hand-holding, training will not get converted into on job change in skills, behavior and attitude. After the training, when people go back to work, they will revert to their default habits.  Seldom will they apply any new knowledge or skills learnt in the training to their everyday work.

In such cases, what happens to your training investment?  Well 90% or more of it is also wasted.

Are the trainers at fault?  Was it the content?  Are the trainees to blame?   The answer to all three is negative.  Leadership is a skill and it takes time to learn any skill.

For training to have an impact – we need a long term structured intervention.  It has to include initial training program to raise awareness, follow up and hand holding till the newly learnt knowledge and skills is converted into on job behaviors, and eventually into new habits and routines.  Why most training programs fail to deliver on job performance results?  Because most L&D professionals either fail to understand this fact or are not doing anything about it.

Instead of conducting 10 programs in a year, it would be much more effective to conduct one or two interventions, that include all key stakeholders in the company.  Training a critical mass of participants on a team helps form a new culture.  It is difficult to change habits and incorporate new culture, and it takes time and effort.  But the payoffs are amazing as cultures are self sustaining and will help improve performance and morale for years to come.

Program Outline Duration
Assessments(Any one)

  • Psychometric assessment
  • Leadership assessment
  • Personality / Leadership profiling
Individual one on one report sharing through phone call.
Pre training Assessment Identification of a live project
First session -2 Days Customized Everyday Leadership Program 2 Days – Training
Live Project- for 30 days after the first session -Participants apply everyday leadership tools to their own work project 4 calls and 4 emails follow up by us and sending report to HR)
Second session (follow up)– to present the live project and victories and challenges 1 Day Training
Continue working on Live Project- for another 30 days after the second session 4 calls and 4 emails follow up by us and sending report to HR)
Third session-to share the best practices 1 Day Training
6 con calls* for 1 hour each – to keep the momentum going and for refining and institutionalizing best practices*con can be arranged by or billed to client. 6 con calls twice a month for 1 hour

Our Everyday Leadership Intervention is very effective as it incorporates unique content, delivery and methodology.

Contact Us:

4 Everyday Leadership Intervention Details

When people are asked to describe someone who had a positive and significant influence in their lives, they hardly ever talk about famous or charismatic people or leaders. Often they talk about someone close to them – they are colleagues, supervisors, teachers and coaches, and family members. We all have opportunity to be a leader in our current position and be a positive influence and achieve results that are far beyond what we can even imagine.

Leadership is not a gene, or inheritance. It is not limited to famous people, or people with power and position. It is a set of practices that we all can develop to become the best leader who makes extraordinary things happen under any circumstances. But like anything of value in life – it takes consistent commitment and effort.

Most training programs fail to achieve the desired on job behavior change.  The main reason for that is that short term programs, even if very good, only create awareness.  It takes follow up , accountability and hand holding till the newly learnt skills are converted into lifetime habits.

Benefits :

  • Strengthen relationships that produce more trusting, higher performing teams.
  • Develop and foster individual and organizational resiliency.
  • Discover and effectively communicate vision and values.
  • Create a culture of meaningful work along with financial prosperity.

Methodology : 6 Months Leadership Intervention

Program Outline Duration
Assessments(Any one)

  • Psychometric assessment
  • Leadership assessment
  • Personality / Leadership profiling
Individual one on one report sharing through phone call.
Pre training Assessment Identification of a live project
First session -2 Days Customized Everyday Leadership Program 2 Days – Training
Live Project- for 30 days after the first session -Participants apply everyday leadership tools to their own work project 4 calls and 4 emails follow up by us and sending report to HR)
Second session (follow up)– to present the live project and victories and challenges 1 Day Training
Continue working on Live Project- for another 30 days after the second session 4 calls and 4 emails follow up by us and sending report to HR)
Third session-to share the best practices 1 Day Training
6 con calls* for 1 hour each – to keep the momentum going and for refining and institutionalizing best practices*con can be arranged by or billed to client. 6 con calls twice a month for 1 hour

All our in-house programs are customized based on the inputs of three parties. First HR, then 2-3 representative participants, and their reporting officers.

Call us to see a 10 minute demo of how our leadership intervention can help boost your leadership development framework and company’s performance.

Contact Us:

5 Our Public Programs on Everyday Leadership

Leadership public program

Please click here for details of Everyday Leadership Skills Open Program scheduled at various locations. ‘Everyday Leadership Skills’ is different from other Leadership programs and will also include pre-training assignment, live projects and participant workbook which will work as action plan and reference point for future.

Leadership PPT

Please click here to get the intervention presentation of our flagship program on ‘Everyday Leadership Skills’.