What leadership behaviors are most effective for training?

1 Set clear goals and expectations

One of the most important leadership behaviors for training is to set clear goals and expectations for the learners. This means defining the purpose, scope, and objectives of the training, as well as the criteria for success and feedback. By doing this, you can help the learners understand what they need to learn, why they need to learn it, and how they will be evaluated. You can also align the training with the organizational vision, mission, and values, and show how the learning outcomes will benefit the learners and the organization.

2 Communicate effectively and frequently

Another key leadership behavior for training is to communicate effectively and frequently with the learners. This means using different channels, methods, and styles of communication to suit the audience, the content, and the situation. For example, you can use verbal, written, visual, or digital communication to convey information, instructions, feedback, or encouragement. You can also use active listening, questioning, and paraphrasing skills to ensure understanding, clarify doubts, and elicit responses. By communicating effectively and frequently, you can build rapport, trust, and engagement with the learners, and create a positive and collaborative learning environment.

3 Model and demonstrate the desired behaviors

A third essential leadership behavior for training is to model and demonstrate the desired behaviors that you want the learners to adopt. This means showing, not telling, how to apply the knowledge, skills, and attitudes that the training aims to develop. For example, you can use examples, scenarios, simulations, or role-plays to illustrate how to perform a task, solve a problem, or handle a situation. You can also share your own experiences, challenges, and successes, and show how you learned from them. By modeling and demonstrating the desired behaviors, you can inspire, influence, and guide the learners, and provide them with a clear and realistic standard to follow.

4 Provide constructive feedback and recognition

A fourth crucial leadership behavior for training is to provide constructive feedback and recognition to the learners. This means giving timely, specific, and actionable feedback that helps the learners improve their performance, correct their mistakes, and reinforce their strengths. It also means acknowledging and celebrating the learners' achievements, efforts, and progress, and showing appreciation and respect for their contributions. By providing constructive feedback and recognition, you can support, motivate, and empower the learners, and foster a culture of continuous learning and improvement.

5 Adapt and adjust to the needs of the learners

A fifth important leadership behavior for training is to adapt and adjust to the needs of the learners. This means being flexible, responsive, and creative in delivering the training, and tailoring it to the different learning styles, preferences, and levels of the learners. For example, you can use various formats, techniques, and tools to deliver the content, such as lectures, videos, games, or quizzes. You can also use different strategies, such as differentiation, personalization, or scaffolding, to meet the individual needs, goals, and interests of the learners. By adapting and adjusting to the needs of the learners, you can enhance the relevance, effectiveness, and impact of the training, and ensure that the learners achieve the desired learning outcomes.

6 Encourage and facilitate peer learning and collaboration

A sixth vital leadership behavior for training is to encourage and facilitate peer learning and collaboration among the learners. This means creating opportunities and spaces for the learners to interact, exchange, and cooperate with each other, and to learn from each other's perspectives, experiences, and feedback. For example, you can use group activities, projects, or discussions to promote peer learning and collaboration. You can also use online platforms, such as forums, chats, or blogs, to extend the learning beyond the classroom or the training session. By encouraging and facilitating peer learning and collaboration, you can enrich the learning experience, foster a sense of community, and enhance the skills and confidence of the learners.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?