While debated, leadership training's return on investment isn't inherently poor. Its value extends beyond monetary metrics, impacting crisis management, team productivity, and cultural cohesion. Challenges arise from outdated approaches and lack of higher management support, but success hinges on aligning training outcomes with evolving organizational needs.

1. Is Leadership Training
a Poor Return on
Investment

2. RELEVANCE OF
LEADERSHIP TRAINING:

3. Acknowledging the prevailing leadership crisis in corporate
settings, highlighting the significance of effective leadership amidst
turbulent environments.

4. Emphasizing the non-monetary value of leadership training,
stressing the depth of impact it can have on an organization.

5. IMPORTANCE OF LEADERSHIP
INVESTMENT:

6. Stating that success isn't solely about technological advancements
but relies heavily on capable leadership to deploy these
advancements effectively.

7. Drawing from historical examples (World War II generals)
to showcase how leadership qualities influence outcomes
in challenging scenarios.

8. NEED FOR DEVELOPED
LEADERSHIP SKILLS:

9. Highlighting that leadership skills aren't innate but
require guidance and mentorship, advocating for
investment in today's training for future leaders.

10. Stressing the importance of upgrading managerial skills
in alignment with present organizational demands and
challenges.

11. EVALUATING IMPACT AND CRISIS
MANAGEMENT:

12. Advocating for measuring the impact of leadership training
through observing crisis management and decision-making
during challenging situations.

13. Emphasizing the role of crisis response in gauging the efficacy of
leadership training by assessing managers' handling of such
situations.

14. DEBATES AND CHALLENGES:

15. Noting the debates surrounding the
effectiveness of leadership training and
instances where heavy investment didn't
yield expected results.

16. Identifying outdated approaches in training and lack of support from
higher management as reasons for ineffective training outcomes.

17. SUCCESS FACTORS AND
ORGANIZATIONAL ALIGNMENT:

18. Highlighting the impact of higher management's belief and
practice in the new leadership style for successful
implementation.

19. Advocating for organizational systems to evolve in parallel with
changing leadership roles to support employees in
implementing learned skills effectively.

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