By John McLachlan from Monkey Puzzle Training, co-author of Real Leaders For The Real World,

Many organisations spend vast amounts of time and money on education and training programmes for their staff and yet there is still a feeling that the employment pool is not up to the job.

So the problem in many businesses is not a straightforward lack of training. The issue is that we are producing robots who, when independent thinking is required, issues arise or intuition is needed, simply can’t do it.

We need leaders who can think for themselves, are willing to go against the tide if needs be and have the capacity to communicate openly and with integrity with all levels of an organisation.

Currently too much emphasis is put on what training courses managers and leaders have attended and not on how best to apply this knowledge.

Leadership development training needs to be aligned with the human being in the role. There is no one size fits all solution. Leadership requires people of all shapes and sizes, from all types of background and with many diverse skills and styles.

At present we have a lack of real leaders, leaders who are emotionality regulated, as opposed to emotionally neutral. We need to provide training that works in harmony with people’s personal style; to support them to be the best they can be rather than train their personality out of them.

Too often we come across people who have been trained on how to say the right things. They use words and phrases like "on boarding" and “socialising the message”, which mean nothing. Their personality is trained out of them, as is their intuition. And all too often the qualities they were initially hired for recede into the background.

So it is not the lack of education or training that is creating an inadequate employment pool. It is the lack of understanding of what type of training is needed. Businesses need to learn how to train their employees to add the skills they need to do the job and round the edges of their personal style without losing an individual’s identity in the process. Strong businesses need individuals, not clones.