RANT: Outdated Vs. Modern Leadership Development

At my old companies, I sold millions of dollars worth of binders, facilitator guides, and participant kits.

I was part of the OLD WAY of doing leadership development:

• build out binders of content (competencies, lists, models, and steps)
• deliver 5-day workshops
• schedule classes
• generate enrollment
• measure attendance and completion

The old way was all about content. Content curation and content delivery.

But, I became MUCH better at leadership development when I shifted my focus.

I shifted my focus from the old way to the NEW WAY:

• devote 70% of your TIME to behavior change
• devote 70% of your BUDGET to behavior change
• play the role of a Behavior Change GUIDE, not Content Curator
• help leaders integrate knowledge and build habits
• measure behavior change

I directed every ounce of focus toward the ultimate outcome: BEHAVIOR CHANGE.

And the results streamed in.

Building habits > Knowledge dumping

*By the way, when I shifted my perspective, I built LEADx in response. At LEADx, we combine live virtual training and coaching with micro-learning, highly personalized nudges, and micro-exercises. It’s a system designed to change behavior.