Leadership Agility: Why 70% of Employee Training Fails
For years, employee training programs have been failing to meet expectations, and companies are continuing to invest millions of dollars with little to no return.
A closer look reveals that the problem is not a lack of resources—it’s a failure to recognize the importance of leadership agility.
Here’s why most training initiatives fail, and how to ensure success by developing leaders who can adapt and thrive in any situation.
Investing in Leaders Makes for Lasting Change
Many organizations fall into the trap of believing that simply providing employees with resources will be enough to drive lasting change in their businesses.
However, what these companies often overlook is the role that leadership agility plays in driving employee engagement and satisfaction.
When employers invest in unlocking this potential among their supervisors, they create a culture in which employees feel more valued, supported, connected, and energized—all critical factors when it comes to developing a thriving workforce.
According to Kaiser Permanente: “Most businesses have a crisis plan designed to help manage any number of difficulties that could negatively impact their employees, customers, and the communities they serve. But how many are prepared for the psychological and emotional aftermath when tragedy strikes?”
Unlocking Potential with Strategic Leadership Agility Training
Of course, simply understanding the importance of leadership agility isn’t enough; employers must also take proactive steps toward creating environments where workers can truly thrive.
This means investing time and resources into strategic leadership agility training that delves deep into identifying underlying issues like trust deficits between managers and employees or lack of connection between tasks and purpose.
More than any other issue, renewing TRUST has been the “missing” catalyst we’ve seen for accelerating healthy change.
Yet, most leaders aren’t equipped with the very trauma-informed management practices that can build trust and create a powerful workplace community that learns and grows together.
With simple trauma-informed coaching, employers can equip their leaders with the tools needed for spotting opportunities for building meaningful relationships within the workplace, fostering an atmosphere of mutual appreciation, and helping their teams reach higher levels of performance by helping them regain their ability to trust (in themselves and you).
Leadership agility isn’t just an “inside game,” it’s about recognizing the fact that after traumatic experiences (like a pandemic and social unrest)…that we need to communicate, pace and lead change differently to get optimal results.