Training Industry Magazine - November/December 2019 - 15

SAM SHRIVER & MARSHALL GOLDSMITH

BUILDING
LEADERS

LEADERSHIP TRENDS
FOR L&D TO CONSIDER

In the context of the theme for this issue
(and so we're all on the same page), what
distinguishes a fad from a trend is staying
power. With this distinction in mind, here
are three practices we see garnering
undeniable momentum with major
implications for corporate learning and
development (L&D) professionals:
1. HIRING CULTURAL FITS
With
ever-increasing
regularity,
organizations are developing imaginative
ways to test employment candidates for
cultural compatibility. How? They start
with their company's mission statement
and core values. Then, they accept the
fact that no traditional interview setting
will give them what they desire most (the
ability to see the candidate respond to
a set of circumstances in real time and
under stress). Then, they get creative!

IS LEADING ANY
DIFFERENT IN THE
C-SUITE THAN IT IS ON
THE FRONT LINE? IN
SOME WAYS, YES, BUT
IN MANY WAYS, NO!
For example, we have a mutual
acquaintance who hires sales professionals
by admittedly "putting them through
the ringer." He makes appointments
and cancels them at the last minute. He
reschedules but then makes sure he is
called away right when the candidate
is beginning to get comfortable. When
he finally sits through a full meeting, he

intentionally avoids eye contact and acts
preoccupied. In his own words, he shares:
"We have built our business based on our
customer responsiveness. Our prospects
are busy people. I like to see for myself
that job candidates have what it takes to
remain persistent and professional in the
face of rejection and emergent challenge."
2. MANAGING THE WAVES OF
CHANGE
Change comes in waves, a fact that most of
us are already aware of. We also know that
those waves are crashing onto the beach
with ever-increasing regularity and intensity
... with no end in sight. When those waves
hit, one of three things typically happens:
* Survival: Most people work through the
discomfort, adapt, adjust and continue
on their journey.
* Surfing: For some, change presents an
exhilarating opportunity. These people
see the wave forming, paddle like crazy,
get in the curl of the wave and ride it!
* Moving On: Some, for any number of
different reasons, see the wave and
get out of the water (voluntarily or
otherwise).
In general, we see organizations becoming
far more directive (and proficient) in
managing this process. The first order
of business is to determine whether
employees are "in" or "out." Organizations
are dedicating less energy to ushering in
change and more energy to the timely
execution of the new reality.

T R A I N I N G I N DUSTR Y MAGAZ INE -TRENDS 2020 I WWW.TR AI NINGINDU S T RY . C OM/ MAGAZ I NE

3. LEADERSHIP IS LEADERSHIP
The primary reason frontline employees
are promoted into management is because
they have demonstrated technical mastery
of their functional role, whatever that role
may be. Although this transition takes
place early in most people's careers, it's a
significant change (i.e., a shift from "doing
the work" to "getting the work done
through others"). Typically, these new
managers receive training in:
* Providing direction and guidance
* Listening and collaborating
* Empowering
* Aligning their leadership approach
to the particulars of their influence
opportunities
Upon further (and frequent) review, the
content alignment between the training
received by new managers and the
executive coaching provided to C-suite
leaders is unmistakable. We conclude that,
when it comes to preparing leaders for
the future, L&D functions should prioritize
building layers of depth beneath core,
common and critical content, as opposed
to creating experimental breadth. Is
leading any different in the C-suite than it
is on the front line? In some ways, yes, but
in many ways, no!
Marshall Goldsmith is the world authority in
helping successful leaders get even better.
Sam Shriver is the executive vice president
at The Center for Leadership Studies.
Email Marshall and Sam.

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Training Industry Magazine - November/December 2019

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