What Leadership Training myths do you need to unlearn?

Leadership development is a journey, not a destination. It's an ongoing process of growth and refinement that requires continuous learning and practice. While a single training session may provide valuable insights, true mastery of leadership skills requires consistent effort, feedback, and iteration. Similarly, further training may be required as individuals progress and advance in their leadership capabilities. As a wise man once said, the teacher appears when the student is ready. Let's embrace the idea that leadership is a lifelong pursuit, and commit to investing in our development every step of the way

Unlearn myths like "leaders are born, not made," which overlooks the impact of training and development. Challenge the belief that leadership is about authority rather than influence and collaboration. Dispel the notion that effective leaders must always have all the answers, recognizing instead that listening and learning are crucial. Embrace the idea that leadership skills can be developed through experience, feedback, and ongoing learning.

Leadership skills and as leaders it is continous learning and being consistent in upscaling and upgrading, receiving feedback and re-evaluating. Leadership development is a journey so learning unlearning and relearning must go on.There is a very famous myth Leaders are born NOT made.. Please you need to be carved and shaped by mentors, coaches and as they shape you so leaders are made everyday.

Unlearn that training is a nice to have when your budgets allow. The best organisations and leaders I know get that the ROI of effective training far outweighs the time and costs

Unlearn the myth that leadership training is a one-size-fits-all solution. Instead, recognize the need for personalized development plans. Also, debunk the notion that leadership training is a one-time event; it requires ongoing support and reinforcement for sustainable growth.

To become an effective leader, it's crucial to unlearn common leadership training myths. One such myth is that leaders must have all the answers. In reality, great leaders are skilled at asking insightful questions and actively listening to their team members. Another myth is that leadership is solely about commanding and controlling. Effective leaders empower their teams, delegate tasks, and foster a collaborative environment. Additionally, the myth that leadership is a fixed trait that some people are born with needs to be debunked. Leadership is a skill that can be developed and honed through continuous learning and practice. By challenging these myths and embracing a growth mindset, you can unlock your full leadership potential.

It’s easy to believe that development needs to feel intense to have an impact. But setting aside big chunks of time to accelerate mastery is often counterproductive. When it comes to development, consistency can be more effective than intensity. Approaching development as a daily practice rather than a one-time sprint yields a bigger payoff over time. 5 minutes of skill-building per day over 3 months will give you the same amount of training as one 8-hour day of exclusive focus. But you’ll have deeper acuity and better integration of that skill because you practiced it consistently, over time. Look for short, discrete tasks that you can execute with full commitment inside a 5-10 minute time frame.

Leadership is a continuous process in which one learns and unlearns continuously. It involves constant efforts to understand one's own potential and strive to reach new heights of knowledge and capability. A good leader serves as an example for others to follow. For instance, within a sales team, a leader demonstrates putting their best foot forward to achieve targets, exhibiting professionalism within the organization, adhering to protocols, and showing empathy towards others. This fosters trust and admiration among peers, encouraging them to follow the leader's example. While anyone can become a boss, true leadership requires dedication and effort.

Probably one of the most common mistakes I hear is "Deliver this but then we need to see an ROI after the session" as if one training can make a leader. I am big supporter of leadership training but attending these trainings is not going to have this magic effect where your team walks out better leaders. I remember watching a podcast by Simon Sinek where he was spoke about leadership being similar to a relationship - it is something that is continuously developing as you put in the work. My only advice to this myth is address it head on through conversation. Use the leadership journey of the person you are talking with as a base for pointing out how their leadership developed, and how it will require time for others too.

Every leader, much like every individual, is unique, with their own strengths, challenges, and aspirations. Effective leadership training recognizes this diversity and offers tailored approaches to meet individual needs. From personalized coaching to customizable learning paths, we must embrace the idea that leadership development is as diverse as the leaders themselves. I believe that it's time to move beyond cookie-cutter solutions and empower leaders to thrive in their own way.

The idea that one size fits all in leadership training fails to account for the unique qualities and needs of each individual leader. Leaders have different areas of expertise and points of improvement. Training must be tailored to enhance their specific strengths and address their weaknesses.

Every leader is unique, with different strengths, challenges, and preferences. A one-size-fits-all approach to leadership training overlooks individual differences and may not address specific development needs effectively. In my experience one to one coaching answers this need and brings transformational results. I advocate for customized training programs that cater to the diverse needs of leaders. Tailor content, delivery methods, and coaching approaches to align with individual learning styles, career aspirations, and organizational context. By taking ownership of their development journey, leaders can pursue targeted learning experiences that resonate with their individual needs.

I believe the best leadership trainings offer a variety of angles to the same challenge and leave room for people to connect, share their own experience and practice.

To advance Diversity, Equity, and Inclusion goals, we need to unlearn myths surrounding leadership training. One myth is that leadership is one-size-fits-all. Tailor training to individual needs, cultural backgrounds, and trauma-informed approaches. Another myth is that diverse leadership is merely symbolic. Embrace diverse perspectives for innovation and effectiveness. Lastly, debunk the idea that leadership is innate. Provide inclusive and trauma-informed development opportunities for all, fostering a diverse leadership pipeline and ensuring a supportive environment for everyone.

Leadership training ain't a buffet where everyone gets the same menu! It's more like a food truck festival - you gotta sample what works for you. Maybe you're a veggie burger, or perhaps you're more of a kebab. The point is, your leadership flavor is unique! Don't let anyone force-feed you generic leadership. Instead, pick your own leadership recipe. Mix it up and try different things and let it simmer in real-world experiences. Great leaders aren't mass-produced - they're artisanal!

Die Betonung von kontinuierlichem Lernen und Entwicklung in der Führung ist entscheidend. Jedoch sollte der Fokus ebenso stark auf ethischer Führung und der Verankerung von Werten in jedem Training liegen. Ethik und Authentizität sind die Grundpfeiler, die Vertrauen und Respekt innerhalb eines Teams schaffen.

Different leaders possess unique strengths, weaknesses, styles, goals, and situations. Effective leadership training should cater to specific needs, preferences, and objectives Recognizing that each leader is unique and requires tailored training, individuals and organizations can foster more effective leadership growth, resulting in stronger leaders capable of delivering performance and impact. To maximize the impact of training: Customize content: Choose topics, formats, and activities that align with your audience learning style and interests. Establish specific goals: Set individualized objectives and track progress. Seek continuous feedback: Solicit input from peers or mentors to refine your learning approach and gauge development

The reality is that a diverse range of leaders possesses unique strengths, weaknesses, styles, goals, and situations. Thus, it's crucial to tailor leadership training to each individual's specific needs, preferences, and objectives. As a coach or leader engaged in professional development, consider selecting topics, formats, and activities that best suit your learning style and interests. It's essential to set personalized goals and measure progress through customized indicators rather than relying on generic benchmarks. In summary, I strongly encourage embracing personalized leadership training to foster meaningful growth and development. By catering your approach to individual preferences, you'll ultimately maximize the effectiveness.

While theory provides a conceptual foundation, real leadership development occurs through practical application and real-world experience. Programs should balance theory with hands-on practice.

I believe leadership theories are great frameworks but how we each apply them is based on so many factors including our environment, the industry we are in, our personalities and communication style, our teams, etc. In essence we are each unique in our leadership because all though there may be very good theories out there, our application varies and even with the theory, often the circumstances we face require us to tweak the theory to be applicable. Therefore, the best leadership training is really the mix of experience, self-reflection, good mentorship, feedback and placing yourself in as many opportunities to challenge yourself and your leadership as possible. In the end, our leadership is built on our actions and decisions.

An amazing concept to reference here is vertical development. At some point, leaders don't need to know more theory or learn more skills but they need to grow their mindset, developing more complex and sophisticated ways of thinking. Enduring Human Capabilities are also an interesting factor to consider.

There are several factors to consider when designing an effective leadership training program that balances theory and practice: Blended Learning: Combine lectures with practical exercises for comprehensive understanding. Real-World Scenarios: Use roleplays and simulations to test skills in realistic contexts. Feedback & Reflection: Offer constructive feedback and encourage self-assessment. Peer Learning: Promote collaboration, knowledge sharing, and peer coaching. Customized Content: Tailor the program to address specific needs and organizational culture. Continuous Learning: Provide ongoing support and resources for further development.

Leadership is far more than theory. Leadership is about action, inspiration, and impact. Training should be focused on experiential and responsive education and tools for implementation. It should also include resources to utilize and execute, mistakes to be made, successes to be created, and learnings to grow from all. Leadership is action.

No, this is not true. While theoretical knowledge is an important component of leadership training, however, effective workshops go far beyond just theory. Comprehensive leadership training involves a blend of practical, hands-on experiences, real-world applications, interactive activities, and personalized feedback. These programs include: - Case studies - Role-playing exercises - Mentorship - Coaching - Real-life problem-solving scenarios Leaders are developed in practical, actionable ways.

You're spot on! Leadership training that focuses solely on theory can feel like learning to swim without ever stepping into the water. While understanding the principles of leadership is important, real growth happens when you put those principles into practice. Leadership training is experiential—it thrives on practical, hands-on experiences like simulations, role plays, and real-world projects. These allow leaders to experiment, adapt, and learn from their successes and challenges in a dynamic way. Leadership is a skill honed through action, reflection, and adjustment, not just by reading about it. This is a great reminder that the best leadership training bridges the gap between theory and application!

Father to son : “ You knew the answers & yet you got a zero in your theory paper. How?” Son: “ I turned in a blank sheet”. It’s not just good enough to know, you have to do it too. And doing it is needs skills. Sharper the skills, better the output. That’s why it’s called developing Leadership 'SKILLS' not theory.

𝐏𝐫𝐚𝐜𝐭𝐢𝐜𝐚𝐥 𝐀𝐩𝐩𝐥𝐢𝐜𝐚𝐭𝐢𝐨𝐧: Emphasise hands-on exercises, real-world scenarios, and role-playing to apply theoretical concepts in practical settings. 𝐈𝐧𝐭𝐞𝐫𝐚𝐜𝐭𝐢𝐯𝐞 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠: Use interactive methods such as workshops, group discussions, and simulations to make learning engaging and applicable. 𝐂𝐚𝐬𝐞 𝐒𝐭𝐮𝐝𝐢𝐞𝐬: Incorporate case studies that provide examples of successful leadership practices and the outcomes of different leadership strategies. 𝐏𝐫𝐨𝐣𝐞𝐜𝐭-𝐁𝐚𝐬𝐞𝐝 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠: Encourage project-based learning where participants can lead initiatives or solve problems within their organisation, gaining practical experience.

Leadership isn't confined to a title or position. It's a mindset and a skillset that anyone can cultivate. Regardless if you're a frontline employee, a team member, or an aspiring leader, leadership training offers valuable insights and tools for personal and professional growth. Even when not in a traditional leadership position, we can exercise our leadership capabilities and qualities in the way we deal with our internal and external stakeholders. This greatly improves efficiency, promotes company culture, and if anything, is just good practice. Lastly, it is worth noting that there are different types of leadership, and it is important to know which type works best.

Five words: Bench strength and succession planning. Organizations are starving for leaders. If we hold leadership training to an ivory-tower, ticket-by-title experience, we are missing a huge opportunity to develop the next generation of leaders. Leadership training entails crucial skills that create team cohesion: trust and relationship development, ownership and accountability actions, communication and collaboration skills, and humility when inspiring others to excellence. The big question is really HOW to provide leadership skills to the entire organization supportive of organizational goals and individual employee purpose. Start with where leadership plays into each role on the job description and create training the connects the dots.

Leadership is not tied to job titles; it's about influence and impact. Leadership skills are valuable at all levels of an organization, from entry-level employees to senior executives, infact it also helps you in your personal life. Effective leadership encompasses qualities such as communication, decision-making, teamwork, and adaptability, which are relevant to employees in various roles. Leadership training for all employees contributes to a more resilient and agile organization. It creates a shared understanding of leadership principles and enhances collaboration across teams and departments. Cultivating leadership skills enables individuals to contribute more effectively to team success and organizational goals.

Die Widerlegung des Mythos, dass Führungskräftetraining nur für formelle Führungsrollen bestimmt ist, verstärkt die Überzeugung, dass Führung eine Fähigkeit ist, die auf jeder Ebene einer Organisation kultiviert werden kann und sollte. Indem wir Führung als Verhaltensweise und Denkweise verstehen, erkennen wir die Bedeutung, jedem die Werkzeuge und das Wissen zur Verfügung zu stellen, um führen zu können, unabhängig von der Position. Diese Perspektive fördert eine Kultur der Ermächtigung und des Engagements, die für die Entwicklung einer integrativen, werteorientierten Führung unerlässlich ist.

Acredito que a liderança não vem com o cargo, e sim diz sobre a capacidade de liderar o que acontece ao seu redor: seus projetos, pares, chefe, sua carreira e sua vida. Por isso é tão importante se desenvolver e formar líderes independente da posição.

In my leadership journey, I’ve learned that the strength of an organization lies in its ability to collaborate across functions. Leadership training has been instrumental in fostering this culture within our team. I’ve encouraged employees, regardless of their role, to embrace leadership skills that enhance communication, problem-solving, and teamwork. The results have been remarkable—colleagues who once saw themselves as just cogs in the machine are now leading initiatives, bridging gaps between departments, and driving innovation. Unlearning the myth that leadership training is only for managers has allowed us to build a more cohesive, dynamic, and innovative organization.

Leadership skills are invaluable at every level of an organisation. Authentic leadership is about influence, not authority; cultivating this from the ground up can transform a company's culture. Through Motivational Intelligence Leadership training, every employee has the opportunity to develop a vision, which serves as a cornerstone for innovation and progress. This vision empowers individuals to lead wherever they stand, driving collective growth and fostering an environment where leaders are built daily. Such an inclusive approach ensures a robust pipeline of inspired, visionary leaders ready to navigate the complexities of an ever-evolving business landscape with confidence and agility.

This myth limits the scope of leadership development to individuals in managerial positions, neglecting the fact that leadership skills are valuable at all levels of an organization. Leadership training should be accessible to everyone, regardless of their title or position, as it can enhance teamwork, communication, decision-making, and problem-solving skills across the board. By debunking this myth, organizations can foster a culture of continuous learning and development for all employees, empowering them to contribute effectively to the success of the organization.

Leadership training takes time to plan and execute but doesn't have to cost so much that one ends up doing nothing. There are resources and partners who have completed the design, and have the resources. Many companies occur great cost because they think they need to design from scratch. Whereas if you take the time to respond to the real needs of your employees you can create an intentional learning culture by making a per employee investment. You do need to budget money and start somewhere as you do for other functions striving to become better. By investing in training you are doing what only the best do - training people proactively will help you achieve success. Start somewhere and curate a learning culture.

The return on investment (ROI) from effective leadership training often outweighs the initial costs, as it leads to improved employee performance, increased productivity, and better organizational outcomes. Tailor leadership training initiatives to meet the specific needs and constraints of the organization. Customized programs can focus on high-impact areas while optimizing resources and minimizing investment & time commitments.

Die Entmystifizierung von Führungskräftetraining eröffnet die Einsicht, dass wahre Führungskompetenz nicht durch einmalige Veranstaltungen oder standardisierte Programme erreicht wird. Vielmehr ist es die fortlaufende, persönlich angepasste Reise des Lernens, Anwendens und Reflektierens, die echtes Führungsverhalten prägt. Indem wir uns von der Vorstellung lösen, dass Führungstrainings teuer und zeitintensiv sein müssen, eröffnen wir Wege für innovative, zugängliche und engagierte Lernmethoden, die jedem Einzelnen ermöglichen, seine Führungsfähigkeiten kontinuierlich zu entwickeln und zu verfeinern.

I do feel like this is partly true and not a myth. Yes, Leadership training doesn't need to be expensive but it is time-consuming. And that's okay because it will have a significant RoI if you allow people to take that time. We can't say "learning is not an event" and talk about the importance of learning on the job, coaching, learning journeys and transfer without talking about the time investment. Not everything needs to be a formal training of course but we need to allow people to take the time to revisit what they have learned, to practice and to reflect. And that takes time.

Mucho más costosa es la ignorancia. Especialmente en lo que hace a la capacitación en liderazgo es una gran inversión. Pero no por motivos morales. No porque está bien sino porque las personas se emplean convencidas por un proyecto, una ilusión que el head hunter le cuenta y esboza un proyecto. Así es como alguien se une a una compañía. Pero luego quien mantiene ese sueño vivo es el líder. Solo que muchas veces la compañía no tiene líderes sino #jefecitos que no cumplen con las expectativas que se generaron en las entrevistas. Más tarde, la persona frustrada renuncia. De manera, que la creación de auténticos lideres, personas con cualidades de servicio y orientación a las personas es una gran inversión para mantener entusiasmado al talento.

And if you think training is expensive, wait until you see how much profit is eaten up by average team members whose time to competence is exaggerated by average leaders. I've done some research on the idea of "time consuming" and the best time to do training is "never" because poor leadership has led to crisis management and an "all hands on deck" mentality. If you can't afford your team to be away (and yes there are exceptions) then you as their leader are the problem. Remember, a business is a reflection of its leadership.

𝐂𝐨𝐬𝐭-𝐄𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞 𝐎𝐩𝐭𝐢𝐨𝐧𝐬: Explore affordable training options such as online courses, webinars, and local workshops that offer flexibility and reduced costs. 𝐈𝐧-𝐇𝐨𝐮𝐬𝐞 𝐏𝐫𝐨𝐠𝐫𝐚𝐦𝐬: Develop in-house training programs tailored to your organisation’s needs, utilising internal resources and expertise. 𝐌𝐢𝐜𝐫𝐨-𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠: Implement micro-learning strategies with short, focused training sessions that fit into busy schedules without significant time investment. 𝐋𝐞𝐯𝐞𝐫𝐚𝐠𝐞 𝐅𝐫𝐞𝐞 𝐑𝐞𝐬𝐨𝐮𝐫𝐜𝐞𝐬: Utilise free or low-cost resources such as industry articles, podcasts, and open-access training materials to enhance leadership skills without a hefty price tag.

Think again—innovative approaches like micro-learning and virtual workshops can offer cost-effective and flexible options. Embrace bite-sized learning sessions and online resources that fit into busy schedules and budgets.

Leadership training often carries a stigma of being a dull, one-off necessity. However, this perception couldn’t be further from the truth. When approached with the right attitude and chosen with care, leadership training can be a stimulating and rewarding experience. It can be designed to be interactive, practical, and directly applicable to your work and life, making it both enjoyable and beneficial.

A Leader, helps facilitate the progress and purpose of another. What could be more fun and impactful than that? Training with that attitude in mind, opens the process to creative opportunities for engaging those in attendance.

If training is boring then it's a failing on the instructor to make it appealing, interactive, and relevant. You can't just subject people to "death by PowerPoint" and expect them to give you a standing ovation. I have personally taught some of the most mind numbingly dry topics and still found ways to make it at least relatable and bearable. Draw your target audience in. Encourage them to share personal experiences or thoughts. Sometimes you may have to coax it out of them with statement like "we aren't moving forward until someone shares..." (jokingly of course). As an instructor and teacher you have an obligation to your students to constantly improve the material as well as your "pitch". Just my two cents on the topic.

As a leader, I’ve come to realize that leadership training is far from boring when it’s interactive. The shift from passive learning to active engagement is crucial. In sessions where participants engage in role-playing, group discussions, and real-time feedback, the energy and involvement levels soar. These activities not only make the training engaging but also help build practical skills that leaders can immediately apply. Interactive learning transforms training into a dynamic experience, keeping leaders invested in continuous growth and making it enjoyable.

Siempre me remito a la valiosísima frase que he escuchado de uno de mis mentores Mario Alfonso Puig: La realidad es mucho mas benevolente que la imaginación. Esto lo aplico a todos los campos y con el que me da mas resultado es con el aprendizaje. Todo lo que creemos saber sobre los entrenamientos de liderazgo que no conocemos podría no ser cierto. Por lo que he andado en mi carrera como Mentor de Ejecutivos, observo la sorpresa y beneplácito de muchos lideres al conocer y capacitarse con las nuevas técnicas de entrenamiento. No cerremos la puerta a nuevas experiencia que nos pueden nutrir y engrandecer.

Effective training is engaging, interactive, and directly tied to the challenges you face in your role. Seek out programs that offer practical, relevant content that excites and inspires.

Instead, it should feel like a day off - fun and educational. The secret to exciting, uplifting training? Let participants shine. Have them become the heroes and sheroes, creating real-time outcomes. In our training: * Engagement levels are off the charts * Participants feel like they're on a field trip * Even introverts and uptight leaders join the fun * We strip away titles, so no one feels intimidated Let's call it edutainment - where learning meets excitement.

O treinamento se for conduzido de maneira errada pode ser sim chato e irrelevante. Se ele for apenas teórico ou ainda se estiver lá na frente um "dono da verdade", provável que as pessoas não se engajem. Treinamento prático, dinâmico, aplicável faz toda a diferença na vida das pessoas e se torna algo extremamente leve e relevante.

The leadership myth we need to unlearn is that training is a one-off, generic, theory-heavy, exclusive to managers, costly, and dull process. In truth, it's an evolving, personalized, action-oriented experience beneficial for all levels, offering immense value and engaging content that's directly applicable to real-world challenges.

I would say one of the biggest myth leaders have come to accept is that they need more control in their lives. In our leadership programs we show them they are creators and not controllers. This helps them take more personal responsibility for their contribution in any experience they have. It is only the increasing fear (anxiety) levels that makes people think they need more control. Counterintuitively, they need less. Otherwise, they start to run their organisations, and teams like prisons. Where rewards and punishments are handed out for good and bad behaviour. This approach is then taken home to their families where they become wardens overseeing their children. Punishing them with less play time and rewarding them with more tv.

Forget the idea that leaders needs to be brilliant at everything and have all the answers. The best leaders play to their strengths and mitigate performance risks by building high performing teams with diverse perspectives, energizers and skill sets. Understand and play to what makes you authentic.

These are common leadership training myths, but, you forget the greatest one of all: Leadership training is separate from organizational culture. Leadership training should be aligned with the values, goals, and cultural norms of the organization to ensure that leaders can effectively model and reinforce desired behaviors. This means, an organization should never buy / deliver generic leadership training. It must be bespoke and followed-up with leadership coaching that enables leaders to incorporate the theory into their daily leadership practices. It's the only way to make it stick.

Another myth highlighted in my book ‘ A Leader Like You’ regarding leadership training is the belief that a particular program is valid and reasonable to be used in another organization and yield similar results. The fact is training programs unfold within a complex set of conditions. People learn differently and at their own pace. They often respond to training based on the value index and the desired or outcome. No two organisations are the same. Training must be contextual, focused, deliberately intentional and compatible with the organization’s needs. Training must also provide a step by step implementation plan. Finally, participants must be given sufficient time to practice and assimilate and ultimately apply the new knowledge.

As a former mentor of mine told me many years ago, leadership is all about DOTS--Depends On The Situation. How you lead in a particular situation depends on a multitude of factors, none of which taken together are applicable in all situations. The art of leading people in different situations requires a nuanced approach, depending on the nature of the task to be accomplished, the people involved, the timeframe, the desired outcome, the resources at hand, the bigger picture, the experience level of those involved, etc., etc., etc. Good leaders analyze this and then decide on the appropriate approach. They think it through, even if only for a few minutes. Remember, leadership is all about DOTS.

Leadership training should be about helping you lead effectively from an authentic place. That means not focusing on trying to become an all rounder and focusing on where you see yourself as deficient, but leaning into your natural strengths to become exceptional in those areas and owning your uniqueness.

I once believed a great leader was always assertive and in control. But as I progressed in my own leadership journey, I discovered a balance between authority and humility is essential. Truly effective leaders continuously learn, listen, and adapt to create an empowering environment for their team.

Unlearning. A myth that doesn’t reflect how our brains actually operate. Discard this idea and language as soon as possible.