Master the Skills to Lead
We generally don’t think of leadership as a habit, but it’s time that we do. How we get things done at work, and how we manage people, is the result of habits – and those habits can be purposefully changed.
Martin Lanik is an organizational psychologist and the CEO of Pinsight®, a global leadership software-as-service company known for its disruptive HR technology. His new book, THE LEADER HABIT: Master the Skills You Need to Lead in Just Minutes a Day, shares the science behind how people develop habits and shows you how to develop key leadership skills through simple, daily exercises.
Why Most Leadership Programs Fail
Why do most leadership development programs fail?
There are two main reasons why most leadership development programs fail. First, they rely mainly on classroom training and workshops that focus on acquisition of knowledge. Not only do we forget 85% of what we learn within one week, but knowledge also doesn’t equal skill. Knowledge doesn’t make us better at actually doing things. One of the examples I use in THE LEADER HABIT comes from music education: You can take classes on proper piano-playing techniques and watch YouTube videos, but that won’t make you a concert pianist. You must actually touch the keyboard and practice every day. But even more importantly, traditional leadership development fails to take into account the overwhelming influence that habits have on our daily behavior. It assumes that we rationally decide how we behave at work and in life. But research suggests that almost half of our everyday behavior is actually unconscious and automatic. No amount of classroom instruction alone can build effective leadership habits.
Tell us more about the latest science on learning and the development of the Leader Habit Formula.
Leadership, at its core, is a set of habits. How we interact with coworkers, customers, how we answer the phone, make decisions, plan and delegate work, or empower our employees are all to some degree influenced by habits. Positive habits make us better leaders, while negative habits hinder our performance. In the research we did for THE LEADER HABIT and for our online leadership training platform, we identified the 22 core leadership skills and the underlying micro-behaviors that effective leaders possess. By associating each micro-behavior with a natural cue and then deliberately practicing this pairing every day for 66 days, anyone can turn these effective leadership behaviors into habits. Once the new habits take root, people perform these effective leadership behaviors automatically, without having to rely on reminders, or even thinking about them. They just happen as seamlessly as making your bed in the morning.
What are some ways to incorporate this science into today’s training programs?
Training professionals should think about what happens after the class or workshop. What will happen with the concepts? How can you help learners turn these concepts into habits, so that they stick? The Leader Habit Formula tells us to distill the main concepts into specific actions or thoughts, associate them with a cue, and then ask learners to practice the pairing once per day for 66 days. For example, if you are teaching leaders how to delegate better, distill the knowledge about effective delegation into one actionable behavior. For example, we found that effective leaders tell employees what to do but not how to do it when they delegate projects and tasks (otherwise it’s micromanagement). Then associate the action with a specific cue, such as when the learner decides to delegate a project or task. And there you have a Leader Habit exercise that anyone can practice: After deciding to delegate a project or task, describe what needs to be accomplished but let the employee figure out how to do it. If the learners practice this exercise for 66 days, they form a new habit and become better at delegating. It’s that simple.