The Challenge
Focusing on the Wrong Targets
Most leadership development programs involve a competency model (even if “competency model” is not how it’s known within the organization).
In our experience, these competency models are nearly always (1) created based on expert or executive judgment, not research and validation, (2) aspirational rather than achievable, and (3) ineffective in guiding leaders to genuine change. Sometimes, the targets are based on fads or buzzwords, and sometimes, they even move.
The Solution
Refocus Targets
Consider divorcing development from the competency model.
If that sounds like sacrilege, at least separate the assessment of individual differences from the competency model. Then, choose assessments that are scientific (i.e., based in leadership theory and research), that measure universal leadership behaviors, that will withstand the test of time, and that recognize the value of leadership diversity.
By focusing on universal leadership behaviors instead of competencies, your development program will be anchored in the context of each leadership role and the overall organization.