You're looking to improve your team's performance. What leadership training programs should you consider?

Communicate with your team! To improve the performance of our team, we need to understand them first. Know their KPIs, understand their goals, and identify their challenges. With existing insights about your team, analyze areas where each member can improve. Ask them if there are any other skills they're excited about improving for their professional growth. It's all about what interests and motivates each of them! Open communication boosts their confidence - and you'll get the insights for selecting the right training or development program!

Um passo atrás por favor! Come?ar um projeto de treinamento de líderan?a sem ouvir as pessoas enquanto pessoas faz tudo ficar mais dificil, automatizado e engessado. As lucas precisam sim serem olhadas, as fraquezas no desempenho tem que ser revistas, mas antes de tudo eu preciso entender como as pessoas se sentem e conduzem a posi??o em que est?o. Muitos líderes s?o jogados na lideran?a sem nenhum preparo ou auxílio, simplesmente aumenta o salário, as dificuldades e as cobran?as, mas as empresas no geral n?o se preocupam em fazer deste líder um líder. Ou?a as pessoas, acolhas as pessoas, conduza as pessoas ent?o quando as pessoas estiverem confortáveis converse com os líderes e descubra os objetivos e desafios que devem ser trabalhados.

Communication is the key. You want a program that improves communication. Everything else stems from this. How you communicate - who you say you are, what you say you're doing and where you say you're going, will drive results. ' "human behaviour drives economics" Dale Stevens

Remember that as a leader, you should focus on self development first. This does two things: you learn better leadership skills and you can better demonstrate those skills to others. Lead by example. Consider that you may have gaps in your leadership that you are unaware of, so seek 360 feedback.

Begin by engaging your team. Ask your team to share the skills they would like to develop and the type of program they feel would benefit the team. Additionally, take into account your observations regarding areas of strength and areas that require improvement. This collaborative approach will help to ensure the program aligns with the team's needs, fostering a sense of ownership and thereby enhancing its effectiveness.

1. **Communication skills:** Effective communication is essential for team success. Leadership training programs often focus on improving communication skills, including active listening, giving feedback, and conveying ideas clearly. 2. **Conflict resolution:** Teams inevitably encounter conflicts, but strong leadership can help resolve them constructively. Training programs can teach leaders how to manage conflicts, mediate disputes, and foster a positive team environment. 3. **Motivation and morale:** A good leader can inspire and motivate team members to perform at their best. Leadership training can provide strategies for boosting morale, recognizing achievements, and creating a supportive work culture.

Dentro da minha experiência eu posso dizer que programas de líderan?a tem de ser, e devem ter uma dura??o longa, um espa?o de tempo de no mínimo 3 meses, e no máximo 1 ano. Ler Slides em uma sala fechada por horas também é coisa do passado, escolha o tipo de treinamento que achar melhor, mas partir para a a??o logo de cara é o melho caminho. Criar projetos e colocá-los para rodar é o que faz pessoas aprenderem de verdade. Eu martelo muito em uma quest?o pouco vista, pouco analisada quando falamos de treinamento em empresas, parar de tratar colaboradores e principalmente líderes como crian?as, entender de andragogia, adultos aprender por outros motivos e de outros modos, o que eu chamaria de "educa??o de cabresto" n?o funciona para adultos.

Team coaching is usually more powerful than training, as it sets a roadmap and accountability to deliver results. The team will achieve, not only learn.

If you're going to invest in leadership training, do something that not only allows for 1:1 coaching for individuals but includes group coaching too. Get everyone on the same page and the same framework.

While it can be more expensive, face to face makes it significantly easier to learn and fully digest the information given. It also creates opportunities for interactive workshops and the ability to collaborate with others in the group. This can also be done virtually, but the impact isn't quite the same in my experience.

Application based programs are high value programs. Many programs talk theory or philosophy. Those have value in increasing knowledge but are limited in changing behavior. Programs that have a framework and equip you to execute that framework are game changers. To change results you must first change behavior. Aligning your choice in programming to that idea will lead to greater outcomes. Many programs are shiny and look great. They are similar to the wrapping paper on a gift. High value programs offer framework and mindset training that lead to execution. They are what is in the box when you tear away the wrapping paper. The actual gift. You choose.

Consider programs that offer coaching along with theory and practical exercises. In this way not only are you providing the learning opportunity for your team to learn new concepts, ideas, and tools to put strategies into practice, they are also being supported in their individual leadership development through tailored feedback in their coaching sessions.

Hora de pensar direito, conteúdo programático é mais que uma sequência lógica de informa??es e assuntos. Tem que ser um quebra-cabe?as perfeitamente encaixado que leva á um resultado final. Contar uma história, mas antes de qualquer coisa envolver a equipe, entendimento em story telling, e um profissional de instructional designer ou um desinger thinking s?o perfeitos para pensar nesse caminho. Um bom treinamento tem curadoria de contéudo, uma equipe plural e um projeto amplo, e deve ser desenvolvido para as pessoas, durante minha trajetoria profissional eu vi muitos treinamentos feitos para a empresa, para os resultados para o objetivo, mas nunca podemos esquecer que o objetivo maior é que, AS PESSOAS aprendam.

1. The most impactful programs are those that go beyond lectures to include interactive and experiential learning opportunities. Look for training that incorporates real-life projects, simulations, role-playing, and other hands-on activities that allow participants to practice new skills in a safe environment. 2. The quality of facilitators can make or break a training program. Seek out programs led by experienced and credentialed professionals with a track record of success in leadership development. 3. Audience have to feel like the facilitator is talking with them, not at them.

Propongo cuatro elementos: 1. Programa de Formación: Dise?ar un programa de implementación centrado en las habilidades de liderazgo identificadas. Incluir módulos sobre comunicación efectiva, toma de decisiones, gestión del cambio y resolución de conflictos. 2. Mentoría y Coaching: Asignar mentores o coaches para proporcionar apoyo individualizado. 3. Simulaciones y Ejercicios Prácticos: Implementar ejercicios prácticos que simulen situaciones laborales para practicar las nuevas habilidades. Facilitar discusiones post-simulación para extraer lecciones aprendidas. 4. Proyectos Colaborativos: Fomentar proyectos que requieran la colaboración y liderazgo efectivo.

The questions to ask: what is the price you are paying for current leadership performance, and what are you willing to invest in the solution? Price = employee engagement + turnover + recruitment costs + training new employees. Attrition and low employee engagement (Only 23% of employees are engaged. Gallup) is the price you are paying for inadequate leadership. The investment you are willing to make will likely be a fraction of the costs your organization is experiencing.

Esse provavelmente sempre será a espinha de peixe na garganta do T&D. Com os anos e a experiência consegui entender que o ROI é de extrema importancia e para que ele seja bem construído e revisto ter uma bom transito nas áreas é de suma importancia para o profisssional de T&D. Contudo, n?o podemos esquecer tambem o ROE, o retorno sobre as expectativas, entender se o programa atingiu algumas expectativas e delas teve sequência de aprendizado. Usar o modelo KirkPatric foi para mim um dos grandes achados para trazer paupabilidade para o setor de T&D extremamente neglicenciado, um setor que conhece de perto os cortes de verba e pessoal, pois é um dos primeiros que sobre com crises quando elas acontecem.

On the flip side, what are the organizational costs of NOT developing our leaders? If any of the following are happening in your organization it is likely there is a leadership component missing that is responsible for any one of the following outcomes. Customer dissatisfaction and customer turnover Employee Turnover Lack of engagement Missed budgets Quality and safety mishaps Performance misses Costs overruns The list goes on.... As John Maxwell says, "everything rises and falls on leadership".

Program costs usually fall into two buckets: - Direct costs (fees, materials, software, etc) - Indirect costs (travel expense, time spent away) Assess the value of the team: - What skills will they improve? - Team Morale improvement? - Performance improvement? Then calculate ROI with two factors: Calculate Return on Investment (ROI): Quantitative Analysis: Use a formula like ROI = (Gain from Investment - Cost of Investment) / Cost of Investment. 'Gain from Investment' can be increased revenue, cost savings, etc. Qualitative Analysis: Evaluate improvements in team dynamics, customer satisfaction, and employee satisfaction, which might not be immediately quantifiable.

Many seem to think that quantifying the impact of a leadership development program is difficult. This is only the case if you don't know what outcomes you are trying to achieve. When working with a reputable firm, they should be able to guide you through the process of determining what an ideal outcome looks like and help you with measuring it. A few examples might include a reduction in turnover, improvements in team morale, and even increased revenue or margins.

S.M.A.R.T. goals are key to success. Goals should be Specific, Measurable, Attainable, Realistic, and Time-Bound. After goals are set for leadership development, revisit the learning and hold all leaders accountable for their commitments.

Patrocinio es la palabra clave en este punto, el número 1 del equipo tiene que estar "completamente a bordo" en el esquema que desarrollamos en OneOSUL, VCI: Visiblemente participando, Comprometido y hablando en favor del programa y por supuesto, verdaderamente Involucrado a fondo en el proceso.

Most of the training’s / sessions will require extra time investment from individuals. Leader needs to be mindful of this and ensure team member is getting required support, time off to ensure they are not missing on training’s or sessions. Regular follow up and feedback ensures that are getting timely support. Keep a track of progress through aligned mentor. Support them in situations if they are overwhelmed with particular ask.

1. Look for programs that offer ongoing support beyond the initial training sessions. 2. Programs that incorporate follow-up sessions (check-ins, refresher courses, or deep-dive workshops on specific topics) significantly enhance learning retention and application. 3. Effective programs often facilitate the building of a community among participants.

El talón de Aquiles de casi todos los programas de desarrollo de personas es justamente el seguimiento. Uno, por parte de las empresas que contratan, dos por parte de los participantes y tres, por parte de los facilitadores que buscan el cobrar el curso. Lo ideal es fijar etapas de seguimiento, mentoría y coaching para el trabajo en campo. Permanecer cerca de los participantes del programa creo que es esencial. Mis colegas y yo, como empresa, sabemos que cuando trabajamos con un grupo o equipo, no somos parte de este, pero si sabemos la importancia de acompa?arlos, sin importar el tiempo. ?Comprarías un auto sabiendo que la empresa que te lo vendió ya no hace el mantenimiento del vehículo?

The best leadership training offers skills that can be practiced on the job. Very few people have extra time in the day to take on new skills, but if the new techniques can be practiced in the every day, the behaviours will last and have long term benefit.

There is one critical element that has been overlooked so far… “How invested is the wider organisation in ensuring transference of the learning back to the workplace?” So often, a training programme (whether a workshop, long term programme, with or without follow up) is considered the ‘magic bullet’. In reality, it is only part of the story. If the organisation as a whole does not advocate for change, or provide a supportive, safe environment for learning to grow and new methods to be trialled, any and all learning interventions will ultimately fail. Leadership development is not possible simply through training. Organisational accountability is also necessary.

Teams are at different places of connection at different times, consider Tuckmans stages. You have to select training that fits where they are when you begin. Make sure whoever you hire is asking questions about your team and how they work, or don’t work, together. You don’t want “canned” content. Team development is not one size fits all!

My favorite way to improve team performance is to start with the #cliftonstrengths assessment. When each team member knows their own #strengths and learns how their peers add value to the #team, it is a positive way to build team #trust. When you add in personal and team #coaching, you provide a very robust and engaging way to improve team performance.

Remember, all problems are communication problems, so, when it comes to choosing leadership tools, communication is a must! Communication Conflict resolution Emotional Intelligence