Leadership Books and Courses… Expensive at times, Hyped at times, But worth it? This is the question that I will be discussing in this short article on Leadership Blog.

The Price of Education

We all know that education is an expensive process. The cost involved go way beyond the labour costs of the tutor, as Universities aptly demonstrate by charging up to £9,000 per year in the UK for tution only. Education is expensive, and there are few ways around this if you want a high quality experience delivered by a reputable institution. Ultimate Team Leader gave an interesting discussion on the pros and cons of leadership video courses, which I won’t be outlining here, but in many ways – similar factors apply across both areas of debate.

Leadership courses come in many shapes and sizes, and therefore the price of leadership courses can vary widely across different providers. One can, for instance take the Advanced Leadership Programme provided by Lancaster University’s World-Renowned Management School. The course contains 3 intense one-week modules, each held on a different continent. The quality of speakers is extremely high (such as Henry Mintzberg) and I’m sure everyone leaves that course with plenty of food for thought. However this level of education comes at a price – €100,000 to be precise. At this price level – only executives sponsored by their employer would be able to afford such a course.

Well what about the other end of the spectrum? Are there any budget leadership courses available in institutions? Well courses tend to be cheaper when you look at smaller private providers. I-L-M, for instance, offers small leadership programmes that build upon each other and provide ‘progression’ up many ‘levels’ of leadership. Some could say this has a ‘Belt-Factory’ element to it, but the courses are much more affordable and are provided by local training providers, rather than a grand central teaching facility.

Value?

The value of leadership courses can never be underestimated. Cynics who attend any form of training will always be likely to draw a negative view of it, because they refuse to engage and do not see the experience as an opportunity to truly invoke personal change. Instead – focus on those who actually want to attend such an event – these candidates will have quite the opposite experience. These will but as much energy into the exercises as possible, and if they had to really push their management to help fund the course, they will also be looking for every opportunity to prove their reluctant seniors wrong.

Inspiration is often undervalued by management, but it can often make the difference between employees who actively take progression opportunities by the leash, and those who only look for other ‘job’ opportunities.

 

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