UK firms must boost leadership training to drive business

UK firms must boost leadership training to drive business

Businesses in the UK need to invest more time and money on some good quality leadership training programmes if they are to achieve long-term success, according to some employment specialists.

Research by talent management consultancy DDI and the Chartered Institute of Professional Development (CIPD) revealed that only 36% of UK leaders and 18% of HR professionals rated the quality of leadership as “high” in their organisations. The survey – UK Highlights: Global Leadership Forecast – was based on responses from 56 HR professionals and 367 leaders in the UK.

It found 25% of leaders and 24% of HR professionals rated the leadership programmes in their business as ineffective. Driving and managing change (identified by 69% of leaders), making difficult decisions (34%) and executing organisation strategy (32%) were identified as the highest priorities for leaders struggling against economic pressures.

The survey also highlighted that formal workshops are regarded as the most effective training tool in the UK while computer-based learning such as web-based training and virtual classrooms are used less frequently in the UK than across the globe.

Charlotte Gallagher, a leading HR Consultant based in Manchester, said:

“If businesses are to succeed in the changing economic landscape, they need to place their focus on leadership and leadership training”.

“The skills required of a leader in times of adversity are different to those required in times of growth. However one constant always remains and that is ‘communication’- Communication of Vision, communication of shared purpose, communication of success”.

Management v Leadership what is the difference?

In addition to this, the line between management and leadership is becoming more blurred: we need to enable and allow our managers to lead if we are to achieve peak performance, competitive edge and market share.

Charlotte summarised the simple differences between managing and leadership for us:

– The manager maintains; the leader develops.
– The manager relies on control; the leader inspires trust.
– The manager asks how and when; the leader asks what and why.
– The manager accepts the status quo; the leader challenges it.

She added: “There is financial support out there in terms of funding for management and leadership to assist businesses in this very subject”.

Charlotte can be contacted at P3 People Management