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Michael Leimbach

Tom Roth

March 2024 - TD Magazine

TD Magazine Article

The Leadership Development Mismatch

Recent research indicates that there’s a disparity between the effective methods to develop leaders and the approaches employers use.

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A dot plot graph. Effectiveness is the X-axis and Usage is the Y-axis. The quadrants are Evaluate, Core, Question, and Leverage.                                                                                      Key
Core
O. Virtual instructor-led training (effectiveness: 49; usage: 96)
R. Mentoring programs (effectiveness: 52; usage: 89)
S. Manager coaching (effectiveness: 52; usage: 93)
U. Reinforcement (effectiveness: 53; usage: 91)
V. Instructor-led classroom (effectiveness: 54; usage: 92)
W. Simulations and role plays (effectiveness: 55; usage: 91)
X. Structured, on-the-job training (effectiveness: 56; usage: 92)
Leverage
N. 360-degree feedback (effectiveness: 47; usage: 82)
P. Stretch/challenge assignments (effectiveness: 49; usage: 83)
Q. Action learning assignments (effectiveness: 50; usage: 86)
Evaluate
C. Self-paced e-learning (effectiveness: 37; usage: 94)
F. Video-based learning (effectiveness: 40; usage: 91)
H. Learning portals (effectiveness: 42; usage: 88)
I. Informal learning methods (effectiveness: 43; usage: 91)
M. Microlearning (effectiveness: 46; usage: 88)
Question
A. Learning libraries (effectiveness: 37; usage: 85)
B. Social media networks (effectiveness: 37; usage: 78)
D. Open-source programs (e.g.,
massive open online courses,
YouTube) (effectiveness: 39; usage: 79)
E. Virtual reality, augmented 
reality, and artificial intelligence (effectiveness: 39; usage: 67)
G. Mobile learning (effectiveness: 42; usage: 78)
J. Gamification (effectiveness: 44; usage: 79)
K. University programs (effectiveness: 44; usage: 80)
L. Job rotations (effectiveness: 45; usage: 76)