You’re looking to take your leadership skills to the next level. What kind of training should you seek out?

Do you struggle with delegation, navigating conflicts, or maybe managing time effectively? Think of this step as your leadership self-check-in. Embrace your strengths and acknowledge your growth areas. This self-awareness will be your guide as you navigate the leadership training options.

From the popularity of a leader [ the temptation to be spectacular ] to a communal experience together. The #heart of leadership exhibiting humility and embracing better #together is an awesome space to explore deeper ?*¨*?.?????.?*¨*?

To elevate your leadership skills, consider training that focuses on emotional intelligence, strategic thinking, and effective communication. Look for programs that delve into areas like conflict resolution, decision-making under pressure, and fostering a positive work culture. Additionally, seek opportunities for executive coaching or mentorship to receive personalized guidance and feedback. Remember, leadership is a journey of continuous growth, so be open to learning from diverse sources such as workshops, seminars, and online courses. As the saying goes, "Leadership is not about being in charge. It's about taking care of those in your charge."

To elevate leadership skills, pursue training in areas such as strategic thinking, emotional intelligence, conflict resolution, and effective communication. Leadership development programs, executive coaching, and workshops focused on leadership competencies are valuable avenues for honing advanced leadership abilities.

Work with a coach 1:1 There's no greater return on investment than 1:1 coaching. It's having your very own Merlin and you are king author. When you find the right coach not only will you have a height level of awareness of your strengths and weaknesses but you will also have a layer of accountability that most of your colleague lacks.

While there is benefit in training, the development of leadership lies in practice. If you can, get yourself a coach to help you develop. Look for a mentor as well.

Dip your toes into different training formats and see what resonates with your learning style and objectives. Are you looking to sharpen specific skills like conflict resolution or emotional intelligence? Maybe you crave a deep dive into leadership theories and strategies? Think of this phase as your leadership exploration adventure.

Pesquise diferentes programas de treinamento, como workshops, cursos, coaching e aprendizado online, considerando suas preferências, or?amento e objetivos. Cada tipo tem vantagens e desvantagens, como interatividade, abrangência e conveniência. Escolha aquele que melhor atende às suas necessidades de desenvolvimento de lideran?a.

Most leaders spend 80-90% of their active work time in any kind of conversation (!). I find that stunning and revealing. 2 conclusions for me: #1. Functional training of leadership is important, but leadership is mostly a transferable communication skill. The delivery is as important as the content. #2. The skills of leadership are often easy to mention but hard to put into practice. I think many people look way too complicated here. When I train even senior leaders on delivering feedback non-judgmentally, most people fail. It's the basics that we really have to cover and get feedback on. Human interactions, dialogue, partnering, all the skills needed in the 21st century. We haven't cracked that yet, even in 2024.

I believe it needs to be a combination of training, coaching, reading, practice, self assessment and so on. Firstly know what your learning style is. If you need face to face connection to learn then podcasts and online without video won't work. Training needs to be dynamic and interactive with real time practice and a plan of action to implement back on the job. We run highly interactive sessions with virtual follow up, reading and learning jolts.

Look for trainers or institutions with a track record of excellence and credibility in your desired niche. Do they have testimonials from past participants? Are their methodologies backed by research and real-world application? Bonus points for providers who offer flexible learning options to suit your busy schedule. It's not just about the content; it's about the chemistry between you and your training provider.

Elevating Leadership: Choosing the Right Training for Your Next Level - Explore various leadership training providers and programs, considering curriculum, reputation, reviews, and alignment with your goals. - Consult with mentors, colleagues, or industry experts for recommendations on high-quality leadership training that has proven beneficial. By carefully evaluating and comparing different training options, you can select a program that best suits your needs and helps you advance your leadership skills to the next level.

A training program that begins by letting you identify your areas of improvement and upskilling, including areas recommended by the trainer (after observation and interaction). Thereafter, comes a whole program built around these pillars.

Go out and ask a few alumni! That's the single most important tip I have from working in this field for a while. It's easy to get swayed by flyers, videos, and testimonials. And especially by Zoom calls with program runners. I would always suggest simply searching on LinkedIn for 2-3 people who have been in such training and approach them for a short conversation. That may in total take 1 hour, but it's well worth it if you do this for your top 2 or 3 candidates from your shortlist. I always find it quite revealing what it tells. People are also quite often really open to share.

The proof is in the pudding, look for providers that walk their talk and practice what they preach. Look at recommendations and clients they have worked with and gain first hand experience. Look at their training methodology, IP (is it regurgitated or real thought leadership), it is relevant, how passionate and committed is the provider. Make sure they are not cooker cutter but instead ready to co-build a tailored solution to suit your needs. Make sure they challenge you, if they really care they will during the scoping out process.

Reflect on how your training experience has impacted your leadership approach. Have you noticed positive changes in your communication style, decision-making process, or team dynamics? Seek feedback from colleagues, mentors, or even participants from your training program to gain valuable insights into your growth areas and areas of strength.

Após o término do programa de treinamento, avalie os resultados e o feedback recebido. Utilize pesquisas, questionários e feedback de colegas para medir seu progresso e identificar áreas de melhoria. Reflita sobre como aplicou o que aprendeu e busque oportunidades para praticar e refor?ar suas habilidades de lideran?a.

Embrace the 70-20-10 ratio developed by McCall et al (1988) from the Center for Creative Leadership - 70% of your leadership development should focus on experience, 20 % on relationships, e.g., coaches and mentors, and 10% on coursework.

Someone once shared a perspective that changed my view on skills/training. Consider aligning your training needs based on your strengths. If an area is not of strength (or is a weakness), being trained in that area might only get you closer to being "average". If you are trained based on an area of strength, it would be no time before you make a big leap in that area and excel ahead of others with the same skill. Of course, if what you need (or lack) is related to foundational skill, technical knowledge or a need to broaden perspective in an area, go for it! But do not neglect the need to be trained and build on your strengths in the area of soft skills. That will propel you to be ahead of others.

Seek the advice of a mentor. Look for folks that are leaders in your organization. You know who these folks are not because they have a manager or director or even VP title; you these folks because they are the ones that everyone is talking about!

I found a question from 360 personal assessment super helpful when it comes to leadership skills development. It's asking 'what's in my way that is stopping me from getting to the next level, if which was removed, my impact would be stronger?' Such a powerful way to give honest, open and constructive feedback which genuinely focuses on the talent's leadership skill and how to support them in achieving their potential.

I would first recommend to get honest feedback from peers, superiors, etc. I had the opportunity to get a 360 assessment early on in my managing career and it helped me a lot. If you do such an assessment, don't be afraid of requesting feedback from people you may not necessarily be aligned with. If you are looking for mentorship, look for someone that doesn't match your background. My boss had a similar background as I did and thought I needed t a completely different perspective to grow to the next level.