What's your leadership training style and how can you create a personalized plan?

In my experience, there are many different types of ways to learn. My recommendation is to try them all. You don’t need to take a learning styles inventory to work out how you learn best, that is kind of flawed. Instead some methods will work best for certain situations and other methods will work best for others. Find out what it is and what works for you.

Creating a Self-learning plan, starts with honestly asking yourself what is holding me back, what new perspectives should I gain, etc and then finding resources that can bring awareness, skill, or behavioral transformations. These resources can be as simple as a 10 min YouTube videos, a mentor session with someone who can guide you, or a short seminar to get you started.

En mi experiencia formando líderes te aconsejaría tomar una herramienta por vez y ponerla en práctica profundamente: por ejemplo mejorar la confianza. 1. mide el estado actual de la confianza en el equipo. Cómo dirías que es; 2. determina cómo te darás cuenta de que mejoraste 3. proponte comenzar por establecer más puntos de contacto con esas personas con las que sientes que no tienes tanta confianza. 4. conversa con esa persona respecto de los niveles de confianza. 5. proponte durante un mes fortificar la confianza de maneras concretas. El aprendizaje autodirigido es sensacional cuando uno tiene claro qué es lo que quiere lograr y lo que sigue es comenzar a cambiar los comportamientos sean cuales sean en hábitos.

Self-directed learning involves taking initiative to identify your own development needs and seek out resources. Create a personalised plan by setting specific goals, finding relevant materials like books or online courses, and scheduling regular study time. Track your progress and adjust as needed to ensure continuous growth.

Instruction led teaching reduces learning to that of a technician. In the right context it’s just what is needed e.g first aid, IT software, how to roast a chicken… but it leaves little space for the development of independent thinking. The so called ‘instructional coaching’ that underpins the UK ECT programme is an example of a misappropriated teaching style… our ECT teachers are not allowed any space to bring their own questions or challenges to the sessions. They are not being coached because there is a set curriculum with a top down model of what is right and wrong. Our ECTs can be left with no time to talk about what they need to. Our mentors can be prevented from responding off script. It’s not all fruitless but it is limited.

Experiential learning adds a valuable dimension to leadership development. The idea of learning by doing resonates strongly, and your insights on creating a personalized plan are spot on. Taking initiative, embracing risk, and reflecting on experiences are critical elements that can truly transform theoretical knowledge into practical wisdom. It's fascinating how this approach not only equips individuals with skills but also instills a mindset geared towards adaptability and resilience. I'm curious if you've personally implemented experiential learning in your leadership journey and what impactful lessons you've gained from this hands-on approach.

El aprendizaje experiencial es definitivamente fabuloso porque permite comprobar cuáles son los obstáculos que las personas tienen para el aprendizaje. Es decir, no todo lo que tú piensas que sucederá ocurre. Hay mucho de idilico y de teórico cuando pensamos por ejemplo en una habilidad tan común para los líderes como dar feedback correctivo. No se trata de los pasos a seguir ni de las herramientas sino de por ejemplo, los temores, las creencias, los sesgos. Entonces, cuando, tras haber incorporado las herramientas tú te propones ponerlas en práctica es cuando se produce la información que el "entorno" te provee. Y, si estás siguiendo un programa, puedes obtener información para fortalecer los aprendizajes.

Knowing - Doing Gap is the biggest reason that differentiates high achievers. emphasize action-oriented activities that immerse participants in real-world scenarios. Encourage participants to work together on challenges that mirror real workplace situations. Incorporate reflection and debriefing sessions after experiential activities. Reflection enhances self-awareness and deepens the impact of the learning experience. Design problem-solving challenges by tackling realistic challenges in a controlled environment, participants develop critical thinking skills, and resilience. If certain leaders face specific challenges or excel in particular areas, adapt the experiential learning plan accordingly.

Experiential learning focuses on gaining skills through hands-on experiences. Create a personalised plan by engaging in real-world projects, simulations, or role-playing exercises relevant to your leadership goals. Reflect on these experiences to gain insights and apply lessons learned to improve your leadership abilities.

LinkedIn is a great resource for social learning and leadership training. In addition to formal LinkedIn Learning classes, you can also follow leaders you admire. Many leaders also publish daily or weekly articles on the LinkedIn platform.

Cuando he dado entrenamientos en liderazgo usando herramientas de NLP me ha resultado de suma utilidad la herramienta de modelado (que dicho sea de paso es la herramienta por excelencia de la NLP que ha creado modelos a partir de personas que eran extraordinarias) El modelado de conductas es una joya del aprendizaje. Yo la propongo en las instancias de peer coaching en los entrenamientos presenciales. ?Esa persona que es tan buena, por ejemplo, dando feedback, qué creencias tiene, sobre qué valor suyo personal sostiene eso que hace? Es super interesante no solo como complemento sino como referencia. También se puede aplicar a los programas de mentoring que se llevan adelante en las organizaciones. Buscate un mentor de quien aprender.

Social learning involves learning through interactions with others. Create a personalised plan by seeking mentorship, participating in peer groups, and attending networking events. Engage in discussions, share experiences, and observe others to gain new perspectives and improve your leadership skills.

Unfortunately, I don't have the time or the budget to attend every conference I want to, but if the topics look interesting to me, I set up my own un-conference. Using the conference agenda, I will set up Google Alerts on interesting topics and follow speakers on LinkedIn or other social networks. It's not nearly the same as being there, but it forces me to be intentional in exploring new ideas and presenters.

Your leadership training style is unique, shaped by your personal strengths and experiences. To develop a personalized plan, start by identifying your learning preferences, skills, and development areas. Consider factors such as your preferred learning format (e.g., face-to-face, online, self-paced), your communication style, and feedback preferences. Next, explore training programs that align with your goals and address less apparent factors like emotional intelligence, adaptability, and cultural awareness. Craft a tailored plan by incorporating diverse learning approaches that cater to your distinct style and growth needs, paving the way for sustainable leadership success.

Consider integrating feedback mechanisms, such as regular reviews with mentors or peers, to refine your learning plan. Incorporate various learning methods, like workshops or case studies, to address different aspects of leadership. Also, ensure your plan includes time for reflection and adaptation based on evolving goals and experiences.