Archives For Leveraged Learning

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Globalization and rapidly changing technology continue to sweep the world. All organizations work across boundaries and  borders of one type or another and face significant challenges as they seek to reach and maintain market leadership.  Inherent in those challenges are often unrealized opportunities. One such opportunity, teams, offer a wealth of leverage to the discerning  leader. Our research repeatedly identifies the following advantages when teams are leveraged effectively:

–       Economies of scale and scope are realized

–       Effective learning & knowledge transfer takes place

–       Strategic capabilities are enhanced

–       More innovative products and services are developed

–       Better understanding of customers is achieved

–       Strong cultural intelligence fostering competitive advantage is accomplished

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In an ever-changing global marketplace, those who lead across boundaries and borders are increasingly required to become Extreme Team Captains – guiding the organization through unfamiliar and turbulent environments, while maximizing the functional, geographical, and cultural diversity of their teams.  In today’s multicultural, dynamic world, ensuring the continuous learning and growth of global leaders is critical to achieving high performance and sustainable growth in every organization.

With markets, suppliers, competitors, technology, and customers around the world constantly changing the rules of the game, traditional leadership models no longer work. Companies need leaders of exceptionally high caliber and quality, as they are a key component of the only true source of competitive advantage – people. But how do we create this Extreme Global LeaderTM? Is there the possibility of exceptional leadership that transcends accepted leadership characteristics to create a global leader that is emotionally, politically, and culturally intelligent?  How do these high-potential leaders evolve and become extreme? What is the most effective method of creating a transformational leader?

Last week we pondered potential and its source. If we look at the critical components of what we perceive to be potential (performance, emotional intelligence, motivation, and agility), is it possible to leverage potential through traditional training and/or coaching? Both are valuable tools for learning, but have entirely different purposes and outcomes.

The purpose of training is to teach:

  • skills
  • methods
  • theories
  • tactics
  • strategies

It is the process of disseminating information from the trainer to the leader. Training provides a pre-set curriculum and the trainer imparts what is important for the student to know. Trainers have subject matter expertise and an understanding of teaching methods that work well with adult learners. Training offers economies of scale so, even when customized, it is often less expensive than coaching for a comparable number of students. Because training is typically a one-time event with little to no reinforcement, the benefits may have a very short shelf life.

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