Why is it that people are prepared to spend time practicing learning an instrument, language, sporting skill or similar but are less willing to apply lengthy practice schedules in developing leadership skills? As part of my various roles, I often facilitate leadership training in a group setting and conduct coaching and mentoring sessions with attendees. It’s not always the case, however the one-on-one session content often refers back to the leadership training itself. This is powerful in that training rarely leads to lasting change in itself – something most of us already know. Reinforcing the knowledge gained through practice and support is a key. The opportunity to reflect internally and share with your coach or mentor adds weight to the ‘stickability’ of the training concept, content and the growth in ability for the budding leader. The age-old leadership question remains – are leaders born or taught – nature or nurture? I am not seeking to answer this today, however the question relates. If you subscribe to the theory that leadership is predominantly learned, then it is natural to assume that Read more about Practicing Leadership: Skill Development and Commitment[…]