How can you engage learners in leadership training?

Pre course objectives and questionnaires are so important when it comes down to this. This will help inform the trainer or the creator of the learning to understand what everyone wants to get out of it. Relevant training delivered at the right pace is to important. Sheep dip training is the worse. Understanding and knowing what your learners want is so important in the design and delivery of the leadership training because it will be based on the learners agenda and not your own cookie cutter approach.

Forehead of any leadership trainings, we need to understand the needs of the learners. One of the best way is to take surveys or have an open connect with them to know what is their aspirations, challenges, what medium they would prefer for the training, what could be the timeline, etc. This will provide us a clarity to craft the content, leadership training programs and methodologies, strategies and preferences.

We must learn first before we get to the training others part. It starts with peeling the onion to the point that you understand them - the leaders (who they are, how they communicate, how they work, how commited they are). Get to know their real struggles, their pain points and how it affects them and the team, what success looks like for THEM. Only then, we can talk about leadership training. Everything else is just a tick of a box and quite frankly money thrown out of the window.

Personalization (i.e., knowing your audience) is the starting point for engaging learners in leadership training). You should provide opportunities for self-directed learning, allow learners to choose topics of interest, and offer personalized feedback and support to foster a sense of ownership and investment in the learning process. This will enable you to meet individual learners' unique needs and preferences using the training content and delivery methods.

O diagnóstico Skill x Will é uma ferramenta para identificar o perfil com muita habilidade e muita motiva??o (perfil ideal para o coaching e para liderar) potencializando o envolvimento dos alunos no treinamento de lideran?a.

An effective way of learning is to have case studies, brainstorming, role play kind of strategies using real-time scenarios or situation based. It will help building the skills by increasing learner engagement, develop critical thinking and problem solving skills. Simulations creates more impacts in leadership trainings as everyone works towards the same challenge dividing into groups, discuss on the breakdown pointers how to come up with the solutions, knowing different perspectives which in turn develops team work, collaboration, communication and approach towards the issues.

Try rebranding "role-plays" to "simulations." Create real-life scenarios where people can practice the skill. I've also found that it works much better if everyone gets a chance to do the same simulation in breakouts with a group discussion afterward rather than volunteering a few poor victims for a performance at the front of the room/Zoom.

Experiential learning gives learners the valuable opportunity to learn by doing in a safe space with multiple opportunities during a simulation to reflect as a group and adapt strategy to achieve positive outcomes on the simulated business, with valuable development of soft skills (team working, communication, agile thinking, reflection) that can be instantly implemented back in their own workplace environment the next day.

A great way to engage in active learning is to have learners bring a real-life problem they are facing and flip the classroom into a facilitated group coaching session. Instead of leading the learning, focus on having the group share their ideas and simply facilitate the conversation without being the one sharing the ideas.

Na minha experiência a utiliza??o de jogos corporativos virtuais trazem uma resposta comportamental muito interessante. Uma vez que o lúdico desarma o indivíduo da sua armadura social, o facilitador pode trazer grandes contribui??es compartilhando o feedback comportamental.

For effective leadership training, timely and actionable feedback coupled with supportive guidance is crucial. Learners thrive on specific, constructive insights from trainers, as well as encouragement and resources to tackle challenges. Incorporating feedback from various sources, including peers and managers, ensures a comprehensive learning experience. This approach not only facilitates personal growth but also aligns development with organizational goals. By fostering an environment where praise and constructive criticism go hand in hand, we create a culture of continuous improvement and achievement, crucial for nurturing future leaders.

Constructive feedback encourages active engagement and promotes a growth mindset. Provide regular feedback and assessment opportunities throughout the training program to help learners gauge their progress, identify areas for improvement, and reinforce learning objectives.

using 360 feedback forms before, during and after the learning can be a low risk effective way for learners to receive feedback on their progress. By tailoring it to the results you are looking to achieve, learners will be able to track their progress and receive candid feedback. Should someone feel attacked or not agree, offering one-on-one coaching can be a great way to help the individual understand why they might be perceived the way they are.

O Coaching de pós treinamento pode ser uma ferramenta poderosa de feedback e suporte. O coach de posse dos marcos, pontos-chave e o perfil do aluno pode acelerar o processo de aprendizado e evolu??o do líder em potencial.

Provide feedback and support by setting up “leadership feedback circles.” In these sessions, learners give and receive constructive feedback in a structured, supportive environment. Rotate roles so everyone experiences both giving and receiving. This not only improves their skills but also fosters a collaborative learning atmosphere.

As part of the engagement strategy, you should offer post-training support and resources such as coaching sessions, online forums, reading materials, and networking opportunities to help learners reinforce their learning, address any lingering questions or challenges, and sustain their development as leaders beyond the training program.

360 assessments can be another great way to evaluate the effectiveness of the program but also customize the learning experience. Should an individual be struggling in one area, this can help identify where the individual could use more support either through additional learning or one-on-one support.

Doing assessments, surveys, tests, etc., are all good. However, the quickest way to evaluate is to ask participants to list 3 to 5 things they learned from the training. Then, have them share why those insights are important to them, how they will improve their department or agency, and who will be their accountability partner for implementation. If stakeholders are in the room, they instantly get feedback on the value you provided. Don’t forget to always celebrate these shares—very important. I record and transcribe this to send to the stakeholders who may not be present. You can also adapt this approach to different group sizes or settings. Without fail, this approach consistently produces positive results for me. Try it for yourself.

Avalie o conteúdo e a aula levando em considera??o: Conteúdo, compartilhado e desenvolvido. Conhecimento, articular comentários, responder perguntas. Experiência, demonstrar seguran?a pessoal. Praticidade, focado no “como”. Explica??o, utiliza??o de ilustra??es, casos, desenhos, estatísticas, gráficos e explica??es. Comunica??o, boa dic??o, express?o corporal coerente, volume ideal e boa tonalidade de voz. Metodologia, uso de um número variado de métodos tais como palestra, discuss?o em grupo, audiovisuais, perguntas e respostas, flip-chart, análise de caso, etc. Abordagem, aula andragógica, valorizando os participantes. Aprendizagem colaborativa, valorizar a opini?o dos participantes. Tempo de Aula, gerenciar bem o tempo da aula.

Evaluate and follow up by implementing a “leadership reflection journal” where learners regularly record their insights and progress. Schedule periodic review meetings to discuss their entries and set new goals based on their reflections. This ongoing process keeps learners accountable, ensures continued engagement, and helps track long-term development.

You should also adopt EXPERIENTIAL LEARNING. Encourage reflection on the participants' experiences and facilitate peer feedback to promote continuous improvement. Provide opportunities for experiential learning by assigning leadership projects, tasks, or challenges that allow learners to practice and refine their skills in a supportive environment.

Developing leadership skills is a crucial aspect of grooming future leaders, and an indispensable aspect of effective leadership is the ability to build strong relationships. Here are some key strategies for training potential leaders to excel in relationship-building: 1. Empathy and Active Listening skills. 2. Communication Skills. 3. Emotional Intelligence. 4. Networking and Relationship Nurturing. 5. Conflict Resolution. 6. Leading by Example. 7. Mentorship and Coaching. 8. Cultural Sensitivity. 9. Trust and Integrity. 10. Continuous Feedback and Improvement.

Consider offering emerging leadership training for those who might be curious about moving into a leadership position. It can provide an opportunity to access their readiness for a leadership role and help them reveal what they can improve. It may also show some people it’s not a role they want to take on.

Here are some less-discussed techniques for engaging learners in leadership training: Storytelling: Utilize compelling narratives to illustrate concepts, making lessons memorable and relatable. Gamification: Introduce game-like elements such as rewards, competition, and progression to motivate learners. Cross-functional insights: Share experiences from different departments to enhance learners' understanding of organizational dynamics. Reverse mentoring: Create opportunities for junior team members to provide insights, fostering an open-learning environment. Emotional intelligence exercises: Integrate activities that develop empathy and self-awareness within leadership training.

Developing leadership skills shouldn't just be based on a classroom experience. It should include a blend of resources, and learning modality and provide participants with an experience where they can make mistakes and self-reflect in a safe environment. Creating psychological safety is important to ensure individual growth.