Cameron Herold outlines a three-phase rollout for leadership training: executives first, then managers, then high-potential employees. He pushes back on the fear that trained people will leave, arguing the real risk is keeping untrained leaders in place.
Chapters
One of the things I'm often asked by our thousands, and we have thousands of users of the Invest in Your Leaders online training, is how should I roll this out internally to my company? So let me talk to you about how to roll this out internally inside of your organization. But here's how most of the companies are rolling this out with all of their management team internally. They start off by getting the CEO and the COO and the leadership team to all go through the content first. So you get everyone on the leadership team to go through it at the same time. Then what you want to do is meet as a team and and talk about the 12 modules. What did you like about each of the 12? And what are you going to put in place with each of those 12 modules? And then when you go through the content a second time, a lot more of it is going to stick because you'll have tripped over yourself and struggled with it or achieved some success with some of it as well. The second round of training is to get everyone in your management team, right? Everyone in your company that manages other people, get those people to go through the training. And then the third round of people that you want to put through the Invest in Your Leaders training are your emerging leaders, the people in the company that you want to grow, that you want to be maybe team leads or managers eventually in their career. Give them those core skills as well. Somebody once said to me, well, what happens if I train them and they quit? Well, the bigger problem is what happens if you don't train them and they stay? So invest in them. That's why it's called invest in your leaders. The leadership team first, everyone who manages people second, and then any of your emerging leaders third. That's how I always approach it.
