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Studies released in the past few years have been decidedly telling with respect to the need for more robust employee training programs, regardless of which type of position staff members might hold. From improving engagement and productivity to reducing churn and bolstering the organizational intelligence a business relies on to succeed, the merits of training are clear and well articulated in today's common corporate discussions. 

However, while it has been clear that companies are now more willing to invest in these types of frameworks, some may not be following through all that well with the programs, meaning returns might leave something to be desired. While embracing management training is certainly the first step toward successful, sustainable leadership, decision-makers must understand the rules of engagement and oversight demands of these initiatives to get the job done correctly. 

Demand for commitment
Associations Now recently reported that one of the more common pitfalls of leadership development programs might be a lack of commitment and involvement in the C-suite. In some ways, this is reflective of virtually every corporate strategy out there, as leaders who do not follow through on policies or work hard to sustain the initiatives in place will tend to lose control of the situation before long, leading to the wheels falling off and subsequent poor returns. 

According to the news provider, one report found that nonprofits are somewhat underperforming in this regard, while for-profit companies have spent unprecedented volumes of budget to get leadership development right. Still, despite which type of organization or business is being discussed, the source pointed out that human resources professionals do not believe managers and supervisors are getting the correct type of education from the established training programs. 

In many ways, the general theme appeared to be a lack of commitment, with some organizations flippantly deploying training initiatives and others not even going that far. The end result of these types of sentiments will tend to be negative, not serving the participants of the program or the company at large. On the other hand, Associations Now pointed out that when a business truly does commit to management training and the C-suite is highly involved, the opportunities to improve operational and financial performances will be clear and boundless. 

Sustaining a valuable program
With those talking points in mind, leaders should always remember that the work put into the development of a training program will tend to dictate the ultimate success or failure of that initiative. It has become clear that management skills development is a bit more important in today's rapidly evolving private sector, which should act as a viable catalyst to get members of the C-suite more involved in the relevant investment and oversight decisions. 

Approaching these matters in a committed, sustainable and carefully measured fashion will tend to yield the highest returns and most significant improvements to leadership across the board, helping to push the business past challenges and toward more prolific statures in their respective markets.