Talking to delegates at the 2024 HR Indaba, Dr Renate Scherrer and Maya Krzyzanowska spoke about why development programmes fail, and how organisations can fix them. They stress simple, behaviour-focused methods to make leadership development easier to incorporate into daily routines.
According to Dr Renate Scherrer, MD of JVR Consulting Proud Partners, and Maya Krzyzanowska, regional director for Hogan Assessments, developing effective leaders is crucial for organisational success in today’s fast-paced business environment. Renate and Maya were discussing leadership development at a 2024 HR Indaba session.
In discussing the qualities of emerging leaders, Renate noted that these leaders “stand out by getting promotions and raises quickly” and are skilled at networking and making themselves visible within their organisations. However, she warns that true leadership isn’t just about visibility: “Strong leaders are often humble, hardworking, and focused on building strong teams.”
These leaders, who contribute greatly to their teams’ success, are sometimes overlooked for promotions instead of simply more visible ones, highlighting a common problem in organisational dynamics.
Maya echoed this, saying, “Leadership cannot be about the performance of the individual; it must be about the performance of the team.” Effective leaders prioritise their team’s success, and organisations need to look beyond individual visibility to identify those truly contributing to team growth and stability.
The demand for executive coaching is growing rapidly in South Africa, which now ranks as the third-fastest growing coaching market globally. Recent statistics show that 91 percent of South African CEOs value coaching and mentoring in their development, and 77 percent of companies in the region use coaching to develop leadership talent. Both Renate and Maya pointed out that investing in these “power skills” – the interpersonal abilities needed to navigate complex situations – is essential.
Despite the rising popularity of coaching, the speakers argued that many leadership programmes fail because they’re too complex or outcome-focused rather than behaviour-focused. Renate emphasised the importance of simplicity: “We have to build success to breed success; we have to turn small wins into big wins.”
By keeping programmes straightforward, organisations can better integrate them into daily routines, making leaders feel less intimidated and more likely to participate.
The duo also drew parallels between leadership development and fitness coaching. Just as fitness coaches assess athletes to understand their strengths and weaknesses, leaders can benefit from regular evaluations to guide their growth. Renate explained, “When you go to a doctor, you first need to be examined. It’s the same in HR. You must start with an assessment – understand your current state – and only then address the problem.”
They stress the value of creating a supportive environment where leaders feel comfortable seeking feedback and discussing challenges. In such an atmosphere, leaders can better navigate their development journeys and make meaningful improvements.
By distinguishing between emerging and effective leadership and embracing executive coaching, organisations can create more effective development programmes that enhance individual and overall organisational success.
As Maya said, “The real challenge is asking, ’What can I do to improve myself?’ That’s where real change happens.”
