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The study went on to say that 35 per cent of HR directors and 21 per cent of other executives believed that their present education and development programs had been meeting corporate strategic objectives. The bulk of the money was becoming spent o...

A report from the Said Business School at Oxford University in the UK found that British firms and public sector organizations are wasting nearly $140 million on executive education applications that are poorly conceived and delivered.

The study went on to say that 35 per cent of HR directors and 21 per cent of other executives believed that their present education and development applications were meeting corporate strategic objectives. The bulk of the income was being spent on individually developed courses for senior executives.

If those companies want to quit wasting all that income on poor management coaching, I know where they can get their moneys worth. And it doesn't have something to do with possessing more academics style unique courses, events, and outings for senior staff.

Here's a novel concept folks. Why not devote your income on leadership education and development down in the trenches, where it will actually do some good?

Most businesses do not do almost adequate of that. In 2003, just 7 percent of training budgets in the US were spent on first line leaders and most of that was for understanding administrivia and for prophylactic HR.

The fact is that front line leaders don't get a lot education at all and precious little of it is truly about leadership abilities. Maybe that is simply because companies believe they are saving cash by not investing in front line leader coaching.

Correct, there is no price range line item absorbing funds that might be spent on the executive dining space, or art for the CEO's workplace. But there are what economists call "opportunity costs," the costs of not coaching front line leaders.

There is the chance price of lost productivity. Excellent frontline leadership builds both morale and profitability. go

There's the opportunity expense of lost leadership. Great companies develop most of their own leaders. If you have to go outside for leadership you incur recruitment charges and transition costs.

Lastly, there is the cost of lawsuits. Excellent frontline leadership produces organizations exactly where lawsuits are much less likely. And, ff the business is sued more than a supervision situation, defense will be less difficult if the leaders have been doing their jobs.

How about your firm? Do you create your personal leaders? Do you help them develop the abilities they require to enhance morale and productivity and keep away from lawsuits? Feel about that the next time you take into account the instruction price range.