How do you design and deliver engaging and relevant leadership development content?

What do leaders need to know? They need to know that leadership is a personal journey, not a set of tools and techniques. They need to learn how to move past the 19th-century management mindset to build an environment where people can thrive. They need to know that the environment they create is the most important part of building motivation, collaboration and innovation. They need to know how to be advocates for employees, speaking truth to their managers even or especially when their managers don’t want to hear it. They need to know how to manage their own careers. They need to know how to sell ideas upstream. Mostly, they need to unlearn outdated ideas about management and leadership most of us were force-fed since childhood.

Uma das primeiras coisas que fa?o quando come?o a liderar um time é marcar uma 1:1 com o objetivo de conhecer a PESSOA que está ali, antes de conhecer a PESSOA COLABORADORA. Busco fazer perguntas sobre a vida, aspira??es, sonhos e desafios. Quando comecei a praticar isso tive uma grata surpresa ao conhecer genuinamente o time, muito além do job description.

You don't! You will get much better results by exposing the learners to the right conditions (experiential learning) and the leadership skills will emerge. Then facilitate a reflection to allow the learners to step back from their learning experience, helping them to develop critical thinking skills and, improve on future performance by analysing what they have learned and how far they have come. So don't design and deliver content. Design a learning experience!

The most successful leadership development programs are delivered in context. For example, let's say you want to help leaders build trust with their teams. By itself, trust is an abstract concept. Abstract concepts make for terrible learning objectives. But put trust in context, and you have something magic. Think of a reason why a leader needs to build trust. Perhaps its... * A big project * A major change * Delivering annual reviews Frame learning objectives around that context and make trust one of the skills necessary to achieve the goals. Suddenly, that skill because essential to the leader's performance and has meaningful context.

Depois de conhecer as pessoas e ter alinhado com as diretrizes estratégicas, busco deixar claro para o time os objetivos que iremos trabalhar no período. Porém, antes de simplesmente dar a meta, é importante que seja dado o contexto por trás daquele objetivo. Liderar pelo contexto faz toda a diferen?a para forma??o de novas lideran?as.

Additionally, you can utilize backwards planning to ensure all of your SMART objectives are nested into your ultimate endstate. Backwards planning is the process of starting at your endstate and planning backwards so that you can more easily identify temporal or procedural obstacles that you are likely to face in your plan. Starting at your endstate makes it easier to determine where along the development plan your objectives should be and helps to determine how many are needed to acheive your endstate.

I believe leaders don’t need guidance or teaching; they need a safe space to experience, express, reflect and acknowledge. Hence, facilitative tools and techniques, group learning, and coaching are more effective than simply imparting knowledge. When designing and developing engaging leadership content, I: 1. invest time in understanding the unique challenges, aspirations, and environments of my audience. 2. design environments that encourage openness and trust 3. use interactive workshops, simulations, and real-world problem-solving activities for hands-on learning. 4. incorporate reflective practices such as journaling, peer discussions, coaching sessions to help leaders articulate their thoughts

One mistake that I've seen made (and been guilty of!) is trying to have depth and breadth in one session, leading to frustrated participants. Writing clear objectives can help workshop designers stay focused on what participants should be able to do when they leave.

Group discussions are a great format because people can learn from one another and consider different leadership styles. It’s also important to use real life examples to discuss how to handle certain situations through the lens of effective leadership.

When designing leadership development content, it's crucial to choose the right format and delivery method to maximize engagement and effectiveness. Here are five options to consider, each with its unique benefits and potential impact on your audience's learning journey: Interactive Workshops: Engage through hands-on activities & experiential learning. Online Courses: Provide flexible learning opportunities with self-paced modules. Coaching Sessions: Offer personalized guidance and feedback. Leadership Retreats: Create immersive experiences in inspiring settings to facilitate reflection, relationship-building, and strategic planning. Peer Learning Circles: Facilitate knowledge sharing and peer support among leaders.

The key thing to keep in mind is to avoid the 'One size fits all' approach. Every human is different in their thinking, learning and implementing styles. I may be a visual learner, while someone else can learn better through audio or text. When deciding the content format, it is important to at least have a fair understanding of the various learning styles you are likely to encounter. Once you have that offer multiple content formats and delivery methods to make sure everyone can get the best out of the program/s.

It depends on the outcome you want and the time you want it in. Ideally, it should be more than one method of delivery and like most things in life, expect peaks and troughs with successes and learnings. That is why a combination of strategies are ideal and depending like I say on the subject matter, and the end result, a mixture of delivery and coaching. The delivery would ideally be in person as that way, any questions etc should be able to get answered at the time, unlike with most on-line trainings. Coaching, and I mean proper coaching can help iron out any challenges along the way, set realistic goals and accountabilities to ensure real progress is being made

By incorporating case studies and breakout sessions into your content, you can give adult learners the opportunity to tackle problems and challenges head-on. This interactive approach not only engages learners but also allows them to apply what they're learning to real-world scenarios. So, if you want to create content that truly resonates with your audience and drives results, don't forget to include these key elements.

Incorporating storytelling techniques can make your content more engaging and memorable by weaving in personal experiences or anecdotes that bring your message to life.

Too often we design the content of leadership training by determining the knowledge, skills or competencies to be imparted. The most important part of leadership training is not knowledge or skill enhancement. It is the profound transformation of the underlying consciousness of participants. This involves transmitting ways of being -such as authenticity, creativity, ambiguity tolerance, inspiration or courage in the face of failure. These states of consciousness cannot be taught by the traditional process of curriculum development or instructional design. We have to draw from wisdom traditions like Zen which transmit by intangible processes of 'inspired contagion', like a flame that can jump from one candle to light 30 other candles.

As you harness these models and frameworks, you guarantee that your content remains structured, coherent, and, most importantly, effective. It ensures that your leadership development journey comprehensively covers the critical facets of leadership—knowledge, skills, and attitudes. These models and frameworks, along with a focus on knowledge, skills, and attitudes, will undoubtedly empower your leaders to thrive in their leadership roles.

A avalia??o demanda saber ouvir feedback de maneira genuína. Nesse caso por se tratar de desenvolvimento de lideran?as pode-se usar formato de 1:1 para rela??es de mais maturidade e transparência ou formulários que podem ou n?o ser an?nimos para situa??es onde n?o exista um ambiente de seguran?a psicológica.

Les outils d’intelligence émotionnelle et de compétence émotionnelle , s’ils sont bien utilisés, permettent de développer le leadership de manière engageante. Ils permettent aussi de créer un cadre de formation adapté et percutante pour les leaders établis et ceux en devenir

Evaluation can take several forms! Before going out with new material, I like to do a trial presentation. While audiences are all different, was I on the right track. When specific technical information is involved, I also to a pre and posttest. In the end, when I have presented my information, surveys are helpful. I pay careful attention to survey comments, both positive, and especially areas we need to improve. Finally, after some time, I also use evaluation to assure my content remains relevant.

All great points here. I believe the most effective Leadership training is experiential. Before design and delivery. You Need Discovery and Development. Leadership training should be a way of providing leaders with exposure and experience of Leadership concepts. Some theory lots of practical Therefore taking time to go on a discovery journey that allows you to design the training appropriately then develop it and deliver it is the way to go. Each stage engage the participants and make it experiential

Evaluating content can be done in a variety of ways and the evaluation method depends on the audience receiving the results. For example, if content is created to increase leader skills to reduce employee attrition, the KPI to measure success will be the attrition rate. Partnering with HR to gather this data will support the evaluation. However, if content is being created to increase leaders soft skills, how do you measure the ROI on that? The best way to measure is through data collection. This can be done by providing the employees of the leaders attending the training a pre- and post-survey to determine their perceptions about their leader before and after the training. This can be very insightful and can inform future training as well.