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Why Leaders Don't Pursue Leadership Development


great conversations make great leaders
Training leaders

Leadership development is a crucial aspect of any organization's success. It helps leaders to enhance their skills, expand their perspectives, and adapt to changing environments. However, many leaders do not pursue leadership development opportunities, either for themselves or for their teams. Why is that?


Some possible reasons are:


  • Lack of time: Leaders are often busy with their daily tasks and responsibilities, and may not have enough time to dedicate to learning and growth. They may also feel that they have more urgent or important priorities than leadership development.

  • Lack of resources: Leaders may not have access to adequate or relevant leadership development programs, either within their organization or externally. They may also lack the financial or logistical support to participate in such programs.

  • Lack of motivation: Leaders may not see the value or benefits of leadership development, either for themselves or for their organization. They may feel that they already have enough skills and experience, or that they do not need to improve or change anything. They may also lack the confidence or willingness to challenge themselves and step out of their comfort zone.

  • Lack of feedback: Leaders may not receive regular or constructive feedback on their performance and areas of improvement. They may also not seek feedback from others, either because they do not trust them, fear criticism, or do not know how to ask for it.

  • Lack of support: Leaders may not have a supportive network of peers, mentors, coaches, or sponsors who can encourage them, guide them, and hold them accountable for their leadership development goals. They may also face resistance or barriers from their superiors, subordinates, or stakeholders who do not support their learning and growth.


These reasons are not insurmountable, however. Leaders can overcome them by:


  • Making time: Leaders can prioritize leadership development as part of their daily or weekly schedule, and allocate specific time slots for learning and reflection. They can also delegate some of their tasks and responsibilities to free up some time for leadership development.

  • Seeking resources: Leaders can explore the various leadership development options available to them, both within and outside their organization. They can also leverage online platforms, books, podcasts, webinars, and other sources of learning and inspiration. They can also seek financial or logistical assistance from their organization or other sponsors if needed.

  • Finding motivation: Leaders can identify the purpose and benefits of leadership development for themselves and their organization. They can also set clear and realistic goals for their learning and growth, and track their progress and achievements. They can also celebrate their successes and reward themselves for their efforts.

  • Asking for feedback: Leaders can solicit regular and constructive feedback from others on their strengths and weaknesses, and use it to improve their performance and behavior. They can also create a culture of feedback in their team or organization, where everyone is encouraged to give and receive feedback in a respectful and supportive manner.

  • Building support: Leaders can cultivate a network of peers, mentors, coaches, or sponsors who can support them in their leadership development journey. They can also communicate their vision and goals to their superiors, subordinates, and stakeholders, and enlist their buy-in and collaboration.



Leadership Development is a Marathon
Marathon Runners

Leadership development is not a one-time event, but a continuous process. Leaders who pursue leadership development will not only enhance their own skills and capabilities but also inspire others to do the same. They will also create a positive impact on their team, organization, and society at large.

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