List of Training Trends In Corporate America

No matter what survey you study, when it comes to training happening it today’s organizations there is one constant…the focus on leadership development. Leadership training tops almost any list you review. But why is this?

Interviews with clients across the United States and North America point to several things propelling leadership development:

A. The Changing Face of Today’s Workforce. More jobs, fewer people. More job, different people. Today’s workforce looks and acts very different than even five or ten years ago. With these changes comes the need for a shift in leadership style. A shift in style that meets with needs of a more diverse workforce.
B. The Increased Focus on Succession Planning: Research shows that great companies have a plan for leadership succession. Successful companies are planning now for the future and developing leaders that will ready when their time comes.
C. Leaders as Influencers-A Different Definition of Leadership: In the past, leadership came with a title. You had the position, the title, so you were a leader. In today’s flatter organizations there are less titles but even greater need for leadership. Thus, the new definition of leadership as an influencer. If leadership is influence than anyone in the organization can see themselves as leaders. This opens up a new body that thirsts for how to lead/influence others.

So the question for you and your organization, public or private, big or small, no matter what industry you are in…is:

1. Do you have an changing workforce? Different demographics, different levels of skills and attitudes coming into your work environment?
2. Do you have key leadership positions that will be retiring or taking a step back in their responsibilities?
3. Would it benefit your organization to create leaders without title but with accountability and a positive attitude?

If you answered “yes” to any of the above, join the other thousands of organizations who are making leadership development a part of their strategic plan. The question is not whether you should develop your leaders or if you can afford it. The question is whether you can afford not to do it.