Developing Leaders: Why e-Learning Does Not Work

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:

• uncovering the strengths of an individual and what challenges they face,
• carefully matching skill development curriculum to the needs of the individual,
• mentoring and coaching the individual to help them understand the application of skills and help them build confidence,
• action-based learning and implementation in the real-world environment,
• peer interaction to remind them they are not alone, and to help them discover solutions to the challenges they face,
• ongoing feedback for accountability and to help them see their progress as they transition from manager to leader.

We continue to get the question about making our LEAP Leadership Acceleration Program into an e-Learning course, but after every cohort graduation, when we read the comments and feedback from our newly developed leaders and their sponsors, it is the interaction, trusted personal relationships, facilitated peer learning, and use of real-world experiences that are reported as most beneficial to the journey. These are things that e-Learning just cannot deliver.

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!

Lynda Silsbee
Founder, Alliance for Leadership Acceleration
Creator of LEAP® Leadership Acceleration Program

http://leadership-acceleration.com