The Leadership Pipeline - Reflections on a classic text

I recently re-read The Leadership Pipeline (from Charan, Drotter & Noel)

In my view this is still a classic roadmap for L&D professionals designing a curriculum. Each transition point represents an opportunity to target training towards accelerating performance in the new & different role.

What struck me most was a phrase (page 18) relating to the first transition from 'Managing Self' to Managing Others' which states:

'The most difficult change for managers to make at Passage One, however, involves values. Specifically, they need to learn to value managerial work, rather than just tolerate it. They must believe that making time for others, planning, coaching and the like are necessary tasks and are their responsibility'

Hence:

I wonder if we do enough to test values - either to help tailor training, or to assess changes in behaviours.

Maybe pre-work for delegates for a people-manager training course should test whether the individual already values the future role of being a supervisor ...since training of tools & coaching on conversations are likely to be ineffective if the passion for getting results from others has not been generated.