Individual Path…Stronger Destination
About a month ago, I was listening to a podcast when I heard someone say, "You can’t teach leadership, but it can be learned." That statement hit me hard. Having spent so much time developing, training, and teaching leaders, I was immediately ready to refute it. I’ve even gathered data using self and 360 assessments to track growth in the seven leadership competencies I teach. My mind went straight to Kirkpatrick’s model of training effectiveness, and I felt an urge to push back against that claim.
But over the past few weeks, my perspective has shifted. In fact, I now find myself agreeing with that statement—at least in part. As I revisited my research, particularly related to the 2nd Law of Thermodynamics and development, I was drawn to the individual growth structure component.
In 2023, I led a Leadership Development Institute that consisted of nine monthly training sessions. Each session was four hours long, with half dedicated to direct instruction and the other half to small group work, including scenario-based exercises and discussions. Students also read a book each month and had a coaching session to further their development. At the end of the program, I was proud to see an average 14% growth across the 40 students and the seven competencies.
But reflecting on that initial quote and my own research, I now believe that focusing more on the individual can unlock even greater growth. Academic studies consistently show that direct instruction is effective in building a baseline of knowledge. Once that foundation is established, however, the individual path becomes a powerful multiplier for learning and behavior change.
Scott Young, in Ultralearning, advocates for learning by doing—direct practice of the actual skill you wish to master. He challenges the effectiveness of studying theory, introducing the concept of "transference"—the idea that learning one thing can improve your abilities in another area. Unfortunately, research on transference shows lackluster results. Young’s work, however, highlights the effectiveness of focus, self-directed learning, rapid skill acquisition, and deliberate practice with feedback, all of which drive remarkable learning outcomes.
When it comes to leadership development, it seems clear that once a baseline understanding is built, the best way to grow leaders is to get them leading. Whether in real-world scenarios or controlled environments, providing opportunities for direct practice and personalized application appears crucial.
Last week, we welcomed 25 new students into the program, and I’m excited to challenge them to assess their needs, create personalized development plans, and provide the feedback and support they need to thrive.
Leaders, how do you help your people grow? What methods have you found effective in guiding their development?