Great Leadership
is Not Rocket Science
Leadership training often fails to meet expectations. That’s because most training providers are content design and instruction specialist, not change and performance management professionals who know how to drive lasting behavior change in people leaders. At NRS, our approach to training drives the change and business impact you seek.
We would love to meet you and learn about your needs. Request your free consultation below and we'll organize a virtual meeting to discuss.
Here's the Problem
It’s no secret that leadership training has a reputation for being ineffective. Research has even confirmed this to be true. For example, a paper from the Harvard Business School cites that approximately 80% of leadership training participants fail to apply their new skills in their roles. Why? Based on our experience working with people leaders, there are three predominant reasons:
#1
Old Habits Die Hard
People leaders often revert to old habits because it’s easier than adapting to new approaches.
#2
No Accountability
Trainees are rarely held accountable for applying and continuously developing their new leadership skills.
#3
Coaching Disconnect
Direct leaders (of trainees) fail to provide regular performance feedback and leadership development coaching, post-training.
We Have Your Solution
To drive lasting behavior change in your people leaders, we do something that other training providers don’t: we incorporate cultural transformation and performance management strategies into our training approach. That's right, we don't just deliver training content; we guide you through processes that create accountability for real behavioral change.
Lessons Learned
360 Feedback Does Not Change Poor Performers
The 360-degree feedback assessment is often misused in organizations, particularly when applied to under-performing employees. This approach is flawed because it is time-consuming, expensive, and inefficient for addressing performance issues. A 360-degree assessment will not transform a poor performer into a successful one.
To improve the performance of an under-performer, the real work must come from the employee’s direct manager, who should provide ongoing feedback, set clear expectations, and coach the employee toward improvement. If the direct manager's efforts fail, further action—such as adjusting the employee’s performance review or even implementing a Performance Improvement Plan (PIP)—may be necessary. In some cases, termination may be the only viable solution.
A 360-degree feedback assessment is an excellent development resource for high-performing employees, helping them refine their skills and behaviors. By offering this tool to your best and brightest (your Hi-Po's), you demonstrate recognition of their strengths and provide an opportunity for further growth.