Why do some leaders fail?

Performex
Performex
Apr 9 · 3 min read

Former US Secretary of State Henry Kissinger was right when he said, “the task of the leader is to get his people from where they are to where they have not been.” This is applicable not just in the political world but in the corporate world as well. We all have heard so many examples of leaders from different organizations who failed despite being highly successful in previous positions. They may have had vast experience, great role models, been extremely confident and hardworking, but they still failed.

In this article, we have attempted to decode the reasons behind such failures.

Lack of proper training and development

Informing them of their new responsibilities isn’t sufficient if you expect leaders to deliver outstanding results. A well-designed training program that clarifies-but far more importantly-instills the essential skills and behaviors of successful managers and leaders will quickly pay for itself in terms of improved results. Furthermore, the loyalty and motivation your managers gain from an exceptional program pay countless other benefits, such as retention and creativity. Fortunately, there is a series of leadership programs in Atlanta that help to generate measurable and sustainable growth.

They are challenged by adopting new behaviors

Marshall Goldsmith says, “what got you here won’t get you there” to communicate that new skills and behaviors are required for virtually every promotion an individual will receive. What’s more, people have a strong tendency to not want to give up using what’s worked for them in past positions, even if what has worked before is ineffective or inappropriate in the new job. Performex, a company that specializes in highly effective leadership programs in Atlanta, builds processes into their approach to overcome this phenomenon. According to their president, John Bruce, “In the past, we tried to teach people the optimal methodology for delegation but unfortunately, even armed with that knowledge, few managers improved. We discovered we had to attack the root cause behind their unwillingness to delegate and then help them tame those emotions before they could become good delegators. The good news is that our methodology works!”

Underdeveloped communication skills

We all communicate continuously throughout each day, and as a result, we all become experts at communicating in our exclusive style. Unfortunately, that style may not be best for managing. The communication skills required at each successive level of management increase in complexity. Communicating for performance expectations, the need for change, the vision, confronting conflict and poor performance, and building motivation are required skills for executives. Any successful training program for leadership not only describes how to expertly communicate in various situations but it also must result in permanent skill adoption. Time for practice and roleplaying needs to be added to the training agenda. What’s more, post-workshop support will help participants perfect the new communications skills.

The science behind extraordinary effort

Why do average individuals sometimes have the strength and perseverance to achieve great things? Great leaders know how to make emotional connections with their teams or colleagues to inspire them to persevere and be committed to their project, vision, or objective. Few managers understand how to get their teams to peak performance. Anefficaousleadership development training program educates the participants and provides concrete actions they can take on the job to create those conditions for their team. Introducing findings from Neuroscience will give managers more understanding of how to enhance behavior and performance.

Flawless Execution

The core responsibility of a manager is to accomplish his or her team’s objectives efficiently and effectively. Managing an organization,so it achieves excellent execution, requires goal alignment and having people with the right skills and motivation onboard to perform the necessary tasks. Many leadership programs do not have an exceptional Return of Investment (ROI) because they do not show how to harness the fruits of employee commitment and turn it into successful business results. Proper leadership training provides instruction coupled with toolkit managers can use to make good decisions and ensure success with critical activities. A manager must learn how to create and implement a plan to achieve the targeted outcomes.

As discussed in the first point, proper instruction, coaching, and content is needed to turn even a highly motivated employee or manager into an extraordinary leader. For high impact leadership development connect with the team of Performex. They conduct open enrollment leadership development in Atlanta and in house sessions in the US and Europe. As a leading training provider, they have empowered technical leaders and human resource managers through their effective methods. Learn more about their development approach here: http://performex.com/