Leadership Training - Where Organizations Miss The Point
Leadership training is something most organizations have come to terms with. There is now a general consensus that to perform optimally in leadership positions, prospective leaders and those already playing leadership roles need to receive some form of formal and informal training to improve their chances of success.
||Some decades back, people were appointed to leadership roles without deliberately preparing them for success. The incessant business failures of the 21st century have shown that this is certainly not the way to go. Unfortunately, that management style is still present in many organizations.
Happily, the majority of structured organizations are placing leadership training high in their list of priorities. The human resource team of many organizations are doing a great job of coordinating all training activities to ensure that the training schedules are adhered to.
Great. Well done.
However, it's not sufficient to organize trainings just for the records. The organization needs to ask, "what specific benefits is the organization getting from all of the training that is being done? Do employees see training days as opportunities to be off work? Is it just pastime?
For every management training done (and indeed any training done at whatever level), there must be documented objectives for the training. At the end of the training sessions, the human resource team should ask for specific action plans from the training and the timeline for executing those action plans.
||Some organizations have also found it helpful to organize 'cascade sessions' championed by those who attended the training in question. These cascade sessions usually involve bringing together other employees within the organization whose job function is such that they stand to benefit from the training attended by their colleagues.
In effect, the course attendees become internal facilitators of the program concerned in the organization.
What's the advantage of this?
Simple. The cascade or de-briefing sessions create a multiplier effect within the organization resulting in information sharing, knowledge sharing, re-enforcement of key lessons learnt, and exponential growth for the organization.
It also fosters team spirit across functions and the all-important 'can do' philosophy.
It's great that your organization has finally realized the importance of leadership training. But you have to go beyond just the training.
You have to ensure your people are putting the skills learned to work for your organization and that your organization is reaping the benefits of all the funds invested in those training.
In simple terms . . .
Differentiate yourself. Develop your people purposefully.
Make trainings count!
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