How can emerging leaders use training and coaching to inspire and motivate their teams?

Often we are promoted for performance, not for potential. A common mistake! Leadership is different from past performance, as a team lead or an individual contributor. And we are not trained to lead. Sadly, a lot of leadership development initiatives are poorly designed, and often not aligned with the individual needs of the leader. Coaching fills that gap very well. As coaching is personalised for individual coachee, taking into account the environment. Both 1-1 coaching and systemic team-coaching When you add the ability to coach, the leader is future-ready. Train leaders also to coach. Coaching skill is the most important leadership skill. As leadership is about people, planet & profit. #LeaderAsCoach program for leaders

As a lifelong learner, I am intrinsically driven to seek and learn new skills. I am not alone in this quest. There are many individuals in workplaces like me who are motivated by the training itself - whether for career advancement or personal growth. So, new leaders could tap into this continuous learning mindset of their team members and offer them a variety of training programs. This will enable the pursuit of knowledge and also the acquisition of new skills. It is a win-win for both the individual and the organization.

Emerging leaders can use training and coaching to inspire and motivate their teams by providing opportunities for skill-building, offering training programs, and encouraging continuous learning. They can also help their team members set and achieve meaningful goals that contribute to their growth and development. Training can be very effective in helping leaders develop technical skills. However, using training to motivate and inspire leaders can be more challenging. To truly inspire and motivate leaders, training should help create a safe and reflective space in which leaders can articulate direction, motivation, and potential — for both themselves and the people they lead

Make your workplace come alive with a variety of training activities and coaching sessions. Training can be inspirational especially when you tell good stories that can be replicable in teams. Touch the inner self of training participants through meditation exercises, visioning, and personal reflection. These activities perhaps can also be a stress-buster that most employees seek for. On the coaching side, a well-designed coaching plan to uplift employee morale can be a good start. Show some appreciation on the good things done, but not to the point that you overdo it. Remember that as a trainer or coach, all eyes are on you. Your "storytelling" style will really matter. Anyone will always remember a good story that touches the heart.

Emerging leaders can inspire and motivate their teams by providing coaching and training opportunities that enable growth, recognizing achievements, setting clear goals, empowering innovation, fostering collaboration, and leading by example. The key is for emerging leaders to show they are genuinely invested in supporting their team's growth and success. This builds trust and motivates the team to follow their lead. Consistent training, coaching and support helps create an engaged, high-performing team.

A coach's role is guidance so guide the trainee do not solve his/her problems Your job is to ask the powerful questions to get the trainee to develop his/her own solution. Giving away the solution denies him/her the opportunity to grow and develop as a professional Many employee training programs struggle with a lack of interest from workers who fail to see the value or benefits of training courses to their personal success. Other employees may leave sessions early or simply skip classes outright if they perceive it to be boring.

Imagine trying to find a quiet spot in a crowded market, that's similar to finding the time and resources for training and coaching in an environment saturated with competing priorities. But just like how finding that quiet spot brings peace, investing in such development opportunities bring long-term rewards. I would advise to set specific goals for your training or coaching sessions. This way, you can focus on what's most important and make the best use of your time. Additionally, there are many online platforms offering flexible learning options that you can fit into your schedule at your convenience.

An important part of training and coaching, what this second entry forgets is clear goal setting based on what is needed. So to get the right training and coaching the leader must be aware of what he needs to develop. To be able to to get the right training and coaching the leader should not only use a supportive environment after the training and coaching, but also during the stage of defining what should be trained and what should be coached. Especially if financial resources are low, a supportive pre- and posttraining environment is important. As you want to be as effective and efficient as possible with the training and coaching you acquire. Another option for low financial resources situations is internal training and coaching.

Expectations are good and necessary. Trust others to self manage and be the leader people actually want to come to with problems. Be open and be an encourager to your colleagues and lead up. Be the employee, colleague and friend others want to be around and share wins. Encouragement is what is needed most the time. Be an encouraging leader who wants to see others “win”. That makes the challenges tolerable.

Repetition is key to pass on your expertise, something that is second nature to you might be completely unknown by someone else. Repeat it, and from slightly different perspectives each time, then challenge them to use what you have taught them with a real-world example, and no help from you unless they ask for it. This makes for a collaborative learning experience for your trainees.

Be a reader, a learner and a doer! Take advice, follow up. Be coachable. Be accountable. Have faith in others. Be trusting. Share wins. Rally the troops. Share good content with others. Send a word of faith. Be a light in a tough world. Make the most of the chance you have been given.

Yes it is important to take your team with you on your journey of development through training and coaching. But reflecting on what you have learned and what you can apply is not enough. You need to give yourself time to try out and use your new knowledge. This is also the reason why you need to take your team with you on your journey of development. So you need to talk with your team about the new knowledge you acquired through training and coaching. But you also need to plan time for practicing with your new knowledge, and that is only possible if you plan that time together with your team. Be transparant about what you learned and that you will be using time at work to learn to apply your new knowledge to your work environment.

A good coach will tailor their approach to the individual they’re working with, taking into account personality, needs and individual career goals. Building rapport through empathy and active listening, where the coach or mentor listens carefully to what’s being said and responds and reflects appropriately, is a key part of this type of relationship and can help foster a safe, non-judgmental environment.

Get clear on your intention (essentially what you want to achieve) and let go of how you want it to unfold. Letting go of expectations opens doors to possibilities encouraging a deeper exploration on options available to you. Why limit yourself and your team? Abandon judgement (negative thoughts) and replace it with a version that is observing the situation from a distance that is factual and has no attachment to emotions. Judgement acts as a barrier while curiosity is the antidote. Listen to what your team is saying or not and get curious on their perspective on how it connects back to the intention. Your team will be more inspired to tap into their creativity and collaborate in search of unique solutions.

Like artists use different brushes for different strokes, leaders should utilize individualized coaching for each team member to paint the masterpiece that is success. In the same manner that a skilled artist understands and acknowledges the unique attributes of each brush, proficient leaders are aware of the individual strengths and weaknesses within their teams. They utilize specialized coaching techniques that promote development, inspire creativity, and trigger success in all team members. This approach is comparable to how various brushes contribute to the complexity and variety in a painting. By executing this with meticulousness and thoughtfulness, they construct a dynamic depiction of success for their team.

Remember how long it took to learn to tie your shoelaces or swim on your own? How did you do it? Certainly not alone! You had a parent or teacher or a whole team of folks teaching you, showing you, supporting you, rooting you on. In the same way, we must look at training and coaching as long term commitments. You won’t see dividends on your investment overnight, but with consistent commitment, you’ll experience great returns in years to come

I've always contended that a leader's main focus should be to train his/her replacement. This isn't necessarily only as part of the succession plan, but to ensure that you are sharing what makes you successful and, by design, setting up your trainees for success.

Training people how to do a particular job or function at their job is setting people up for just being a hampster on a wheel. Instead sponsoring someone into building their own home-based networking business gives them freedom. After the sponsoring now you teach them something extremely similar how to personalize benefit from the products and services then share with their network. Teaching them how to do what you are doing enjoying life and sharing.

For any learning mode to work in an Organization set up - the key is executive sponsorship. Every one wants a skilled team with the right motivations and competences in place but very few would really invest their time and money! So, let’s walk the talk. Learning and development initiatives are to be carefully crafted and customised for different employee groups. The learning culture to be built from the top to bottom!

What are two things that will help with team development? Training -gaining new knowledge that is relevant and can be applied Coaching - ownership, accountability, decision making and taking action And would add mentoring and different approaches to help staff with their development. People like change and these two, can help in a sustainable way.

The coaching industry is witnessing significant growth. As the demand for business coaches increases, there will be an evolution in training, specialization, and the clientele they serve. Staying ahead requires a deep understanding of the industry's changing dynamics.