RANT: Outdated Vs. Modern Leadership Development

At my old companies, I sold millions of dollars worth of binders, facilitator guides, and participant kits. I was part of the OLD WAY of doing leadership development: build out binders of content (competencies, lists, models, and steps) deliver 5-day workshops schedule classes generate enrollment measure attendance and completion The old way was all about content. Content curation and content delivery. But, I became MUCH better at leadership development when I shifted my focus. I shifted my focus from the old way to the NEW WAY: devote 70% of your TIME to behavior change devote 70% of your BUDGET to behavior change play the role of a Behavior Change GUIDE, not Content Curator help leaders integrate knowledge and build habits measure behavior change I directed every ounce of focus toward the ultimate outcome: BEHAVIOR CHANGE. And the results streamed in. Building habits > Knowledge dumping *By the way, when I shifted my perspective, I built LEADx in response. At LEADx, we combine live virtual training and coaching with micro-learning, highly personalized nudges, and micro-exercises. It’s a system designed to change behavior.