The standard for great leadership has changed. It’s no longer enough for leaders to keep their people focused on important campus-wide objectives—they also need to develop the character, mindset, skillset, and behaviors to inspire their teams, navigate periods of rapid transformation, and deliver exceptional results again and again. To build effective programs for individuals, leaders, and teams, learning and development (L&D) leaders need to do more than provide training and content that addresses surface-level needs. They need to invest in solutions that drive behavior change both individually and collectively.
Lasting behavior change occurs from the inside out—changes that start with who people are and how they see things. Successful development programs guide people through an internal transformation that empowers them to change the way they engage and lead others. This type of change is harder to achieve than teaching someone a new skill or piece of information—but it can have a much more substantial, lasting impact on your college or university.
In this guide, we’ll explore the three key L&D program components required to create behavior change, the relationship between active learning and behavior change, and how FranklinCovey’s unique approach to individual effectiveness and leadership development drives lasting behavior change for organizations worldwide.
