Why Leadership Training Fails—and What to Do about It
美国企业每年在员工培训上花费巨额资金，但效果不佳。本文指出六大常见障碍，并给出六步解决方案，帮助高管和人力资源部门提升培训投资回报。
U.S. corporations spend enormous amounts of money—some $356 billion globally in 2015 alone—on employee training and education, but they aren’t getting a good return on their investment. People soon revert to old ways of doing things, and company performance doesn’t improve. To fix these problems, senior executives and their HR departments should change the way they think about learning and development: Because context is crucial, needed fixes in organizational design and managerial processes must come first. The authors have identified six common barriers to change: (1) unclear direction on strategy and values, which often leads to conflicting priorities; (2) senior executives who don’t work as a team and haven’t committed to a new direction or acknowledged necessary changes in their own behavior; (3) a top-down or laissez-faire style by the leader, which prevents honest conversation about problems; (4) a lack of coordination across businesses, functions, or regions due to poor organizational design; (5) inadequate leadership time and attention given to talent issues; and (6) employees’ fears of telling the senior team about obstacles to the organization’s effectiveness. They advocate six basic steps to overcoming these barriers and achieving greater success in talent development. INSET: THROWING OUT FLAWED ASSUMPTIONS ABOUT CAPABILITY DEVELOPMENT.. [ABSTRACT FROM AUTHOR]