The Internet is a fascinating tool for connecting people to information on-demand; opportunities abound for learning with the Internet! However, as with anything, moderation is key. With the growth in teleworking and globalization, it's only natural that leadership executives look at e-learning as a way to deliver information for employees to learn. As a result, we've seen organizations of all sizes roll-out, or subscribe to, robust e-Learning and online-based skill-building learning programs.
It is nothing but good intentions that have resulted in e-Learning gaining so much momentum across the board. The ability to connect more people to more information to help them improve and learn is a good idea--in theory--but in reality it has created a culture of learning that is more about checking boxes than about really developing talent and leadership within an organization.
e-Learning does not work because leadership development cannot occur from simply reading a book, taking a web class, or learning theory. While skills development and theory are an important supplemental component, leadership development requires a complex, holistic approach that includes:
Thus, while e-Learning provides a perception of progress, because training has been delivered, it is failing organizations by not providing actual results. When organizations then struggle with leadership teams that cannot innovate, motivate, or communicate, while they watch their competitive edge erode, we cannot act surprised.
I look forward to your constructive thoughts around e-Learning and any experience-based insights you want to share!
Founder, Alliance for Leadership Acceleration
Creator of LEAP® Leadership Acceleration Program
Lynda Silsbee is Founder and President of the Alliance for Leadership Acceleration. She has spent more than 30 years creating and leading high performance teams. Along with the other LEAP Certified Coaches, she reports that helping managers make the LEAP to leader is one of the most fulfilling aspects of her work.