I’ve been noticing this interesting trend in group leadership development – organisations spending more time identifying the right participants than actually developing them.
 
And unfortunately, two types of leaders commonly get selected: those who are good at self-promotion, and those who need to improve but don’t want to. “Potential”, as it turns out, is not that easy to assess.
 
I prefer an “attraction” rather than “selection” process.
 
What does this mean? Well, I want to ensure we’ve got a cohort of leaders ready and willing to put in the extra effort to grow, right now, and without the promise of a promotion or other form of “gold star”.
 
I generally do this via an “unsell” presentation. Some of it is a bit tongue-in-cheek, but essentially highlights all the reasons leaders shouldn’t apply to be on the programme.
 
And if a leader the organisation doesn’t rate wants to join?
 
I find if they are committed to growing and willing to put in the effort AND we provide the right support, they absolutely will grow. Exactly how much? The answer might surprise you.
 
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