Leadership Training 2.0: Supercharging Results with Strategic Assessments and Coaching

Many Public Safety organizations consider leadership training programs essential, investing significant resources in these initiatives. Unfortunately, participants frequently fail to see any lasting benefits from these programs. If so, what factors limit leadership training and what can be done to remedy these shortcomiongs?

PROBLEM: Lack of Personalization

Leadership training programs are typically designed to address a broad audience, covering content addressing a variety of common leadership issues and concerns. While these programs can provide valuable insights, they often fail to address the unique needs, challenges, and strengths of individual participants, not to mention the specific issues First Responder leaders often face. Without a tailored approach, participants may struggle to apply what they've learned to their specific situations, leading to minimal real-world impact.

PROBLEM: Insufficient Follow-Up 

A common issue with training programs is that little or nothing is done to assure follow-through with what's been learned. Participants might leave a session feeling motivated and equipped with new knowledge, but without continued support, they quickly revert to old habits. Real change in leadership behavior requires consistent practice and reinforcement, which is rarely part of traditional training programs. The absence of structured follow-up leads to new skills and concepts "fading" before they are fully integrated into daily practices.

SOLUTION: Leadership Assessments and Coaching

In contrast, leadership coaching programs offer a more personalized and sustained approach for Public Safety professionals. Coaching is typically one-on-one, allowing for a deep understanding of an individual's specific leadership style, challenges, and goals. When coaching is preceded by in-depth assessments like the Hogan, the impact is even more profound. These assessments provide detailed analyses of Command Staff strengths, potential derailers, and values, offering a clear roadmap for development. The coach can tailor guidance based on this data, ensuring that the coaching is highly relevant and actionable.

SOLUTION: Focus on Science-Proven Strategies and Behavioral Outcomes

Coaching programs are inherently practical, addressing real-world application and behavioral change. Coaches work with participants to set specific goals, practice new behaviors, and reflect on outcomes, creating a continuous loop of improvement. This contrasts with training programs, which often emphasize theory over practice. The experiential nature of coaching, combined with the immediate feedback and accountability it provides, leads to more substantial and lasting leadership development.

SOLUTION: Sustained Development and Accountability

Perhaps most importantly, coaching offers a level of accountability that traditional training programs simply cannot match. Coaches hold Department participants responsible for their development, helping them navigate challenges and stay committed to their growth. This sustained focus on development over time, rather than a one-off event, is crucial for real leadership transformation. The ongoing relationship between coach and coachee fosters a deep level of trust and commitment, making it far more likely that meaningful progress will occur.

In summary, while Public Safety leadership training programs have their place, they often fall short due to their generic approach, lack of follow-up, and theoretical focus. Leadership coaching, particularly when informed by robust assessments like the Hogan, offers a more personalized, practical, and sustained path to leadership development, leading to better outcomes for individuals and First Responder agencies alike.

Did you know PSP staff members are certified Hogan administrators and executive coaches? Contact us to learn more about how to move the effectiveness of your Command Staff from "passing" to "Premium"!