Your team is in need of leadership training. How can you help them get the best resources?

There will be no "best" resources for leadership. It's always the experience that create a good leader. Thus providing the team with the correct environment to reach the goal of identifying basic needs to be a leader, giving them opportunities to drive a team and etc. “Ultimately, leadership is not about glorious crowning acts. It’s about keeping your team focused on a goal and motivated to do their best to achieve it, especially when the stakes are high and the consequences really matter. It is about laying the groundwork for others’ success, and then standing back and letting them shine.”

It is important to look at and understand the bigger picture of the objectives of such leadership training based on the comprehensive needs assessment.

First step is to be open and accept a different approach. Mindset and professional training doesn’t always land you the “people” skills to make change. Without this all the rest will be money wasted.

I think many times we confuse leadership training with management training. To train your personnel to be good leaders first assess if they have qualities of making a good leader or at least foundation. Many people can be trained to be a manager. It takes something more than that to become a successful leader. When finding a good leader, I first look for qualities as outlined in my military training. Leader Development, defines leadership as "the process of influencing people by providing purpose, direction, and motivation to accomplish the mission and improve the organization." So find these qualifications or at least the foundation in your pick for candidates. Then send them to get the appropriate training.

Understanding the need is the base to proceed for anything. Without knowing the need your plan, next step or thoughts are meaningless and unfruitful! So take a step back, sit analyse and understand what are the requirements and plan the next steps accordingly.

I agree, humans are complex with unique strengths and weaknesses. During the hiring process, hiring managers are trained to seek the key differentiators searching for the “right fit”. The same approach and effort must be made to sustain the employee and teams making it beneficial for the company and employees. Now that…takes commitment, hard work and dedication.

Leadership training has to be individualized. Everyone doesn't learn in the same manner. Don't be so rigid to believe all team members have to go through the same training sessions. Working with and managing teams requires flexibility.

En mi visión, hibrido presencial y on line. También primero en grupo y luego en executive coaching. Empezando por el máximo nivel de la organización. Realizando training real on the job. Viendo como trabajan, como se reúnen de verdad. Y no en sesiones con 100 slides de powerpoint.

Leadership training comes in various formats, including online courses, workshops, seminars, coaching sessions, and leadership retreats. Consider the preferences, learning styles, and availability of your team members when selecting the format. Additionally, assess whether the content delivery method aligns with the learning objectives and desired outcomes of the training. For example, if your team is dispersed geographically or prefers self-paced learning, online courses or webinars might be more suitable, while in-person workshops or coaching sessions may be preferred for more interactive and hands-on learning experiences.

To ensure my team receives top-notch leadership training, I'd start by assessing their needs and learning preferences. Then, I'd research reputable training programs, both online and offline, tailored to their requirements. Collaborating with HR, I'd leverage our budget effectively, prioritizing quality and relevance. Additionally, I'd explore mentorship opportunities and encourage peer learning to complement formal training. Finally, I'd continuously evaluate the effectiveness of the resources chosen, ensuring they provide tangible benefits and support our team's growth.

As mentioned in Step 2, I'm pro instructor led for this type trg. I was part of a team selected to help build a global internal frontline leadership trg. program. We selected a strong leadership consulting firm, that connected us to MIT experts on leadership in hazardous environments. KEY LEARNING from my year of working with MIT experts as we prepared to rollout what became an initial 5+ yr trg program. MAKE SURE you instructor/facilitator has been successful in the same leadership role they will be teaching the other leaders in. IF NOT, they will not TRUST them, and the encoding of the learning objectives will not fully take place. And forget any consistent actions once they are back on the job.

I agree. In addition to the program provider's credentials and program quality, we must assess the team members' strengths. I feel that each person is unique and has a particular method of leading or getting the most out of others. As a result, several coaching factors should be employed to strengthen and accept the team's leadership strengths.

Not all leadership training resources are created equal, so it's crucial to evaluate the quality and credibility of the training providers and content. Look for training programs or resources developed by reputable institutions, industry experts, or certified coaches with a proven track record of delivering high-quality leadership development initiatives. Consider factors such as the trainer's credentials, the relevance of the content to your team's needs, the depth of the material covered, and the availability of resources such as case studies, tools, and assessments.

I think beyond the curricular, the essential element is delivery. It can have a huge effect on the level of engagement or disinterest in the body of knowledge being taught.

There is an old saying: "People will only go as far as their leader." Simon puts it this way: "People don't buy what you do; they buy why you do it." New leaders are looking for leadership role models, likely before you decided to make them a leader. Jim Wetherbee says; "most businesses fail because leaders refuse to hold their teams accountable." There's more behind Jim's statement, but his point is, hold your new leaders accountable. What do you expect to see out of them once the company has invested in helping them dev their skillset? Give them something to aim at beyond your personal opinion. Keep it transparent so all are measured equally.

To maximize the effectiveness of leadership training, it's essential to encourage active participation and application of the skills learned. Create a supportive environment where team members feel comfortable sharing their insights, experiences, and challenges during training sessions. Encourage them to set specific goals for applying their new skills in their day-to-day work and provide opportunities for them to practice and receive feedback on their leadership abilities. Incorporating real-life scenarios, role-playing exercises, and group discussions can help reinforce learning and facilitate the transfer of skills to the workplace.

If youFirst, you should identify the specific training needs of your team. Then, you can research reputable training providers and consider customized training solutions. It's also important to seek recommendations and reviews and to assess the training content and methodology. Additionally, you should evaluate the qualifications and expertise of the trainers and consider online and remote training options. Providing ongoing support and reinforcement is critical, and you should measure and assess the impact of the training to ensure its effectiveness. By following these steps, you can help your team develop their leadership skills and improve their performance.

People are good at what they do and they will do better if you give an example and the best way to do that is if you yourself demonstrate those skills.That not only gives your team confidence in your leadership,but also shows them that you are a part of that team. In my experience repetition and training will give you the tools you need to perform at the highest level.

OK this step is the most CRITICAL! in my opinion. If you don't plan to hold your new leaders accountable to encode & dev their leadership skillset, then my advice is to keep doing what you're doing and don't spend the company's money. OR - you can develop a leadership competency program that will provide them ongoing information, tools, & performance standards that can be used by qualified leadership assessors to conduct ongoing assessments against all the defined competencies in their job profile. The majority of 1st world nations have been using competency standards to assess new leaders for over 30 yrs. The data speaks for itself on their benefits. In the US we just "train" them. Isn't it time we catch up to the rest of the world?

Este paso es clave para la búsqueda de valor en la capacitación de liderazgo. Obtener un seguimiento y monitorear el impacto que tiene la capacitación en el equipo nos guiara el camino a futuro.

Leadership development is an ongoing process, so it's essential to monitor progress and follow up with team members after the training to ensure continued growth and development. Schedule regular check-ins or follow-up sessions to discuss how team members are applying their new skills, address any challenges or obstacles they may be facing, and provide additional support or resources as needed. Encourage feedback on the effectiveness of the training and use this input to inform future development initiatives and continuously improve the leadership development program for your team.

I once had the pleasure of watching a video called ‘crazy dancing guy’. In it, the narrator makes a point that in many cases, it is about the followers, more than about the leaders. My contention based on that video is, that to teach good leadership, one also needs to learn about good “followership”

Invest in those who have the shared value and vision the organization seeks to establish. Understand what pillar the individual is leaning more on. If they are leaning heavily on the individual contributor ladder, it is important to invest in subject matters that sharpens their edge in that space or endeavor. Often, I have seen individuals in classrooms who would rather be elsewhere. You are looking to fetch water from a rock.

talk to your prospective leadership coach or consultant about leadership. be open and honest and listen to what they have to say. if they can create a shift in your thinking as part of the conversation, then you know that they have the skills to not just talk about leadership (which anyone can do), but to help people change to become better leaders.

When considering leadership training, the team strength and weakness have to be evaluated. Those that need motivation should be motivated, those that needs a little push to wake up to the reality of the responsibility should be pushed and those that need a shakeup to wake up the sleeping lion in them. All these will give the desired result in each instance.

Consult with HR external professionals to tailor the training to your team's unique needs. This approach brings an external perspective, valuable industry insights, and a wealth of experience to tailor the training to precisely meet your team's needs. It also allows for a more objective evaluation of your team's dynamics and leadership gaps, fostering a more effective training experience.