Your ONE resource to increase the value of EVERY leadership training session

Leadership Development Is Not One & Done

We consider the ongoing development of healthcare leaders “an inside-job!”

Meaning, we are HUGE proponents of healthcare organizations - even small ones - having an?ongoing internal process for systematically developing their leaders .

While leadership development is a process, not an event, a consistently scheduled “anchor event,” such as a day-long quarterly leadership training event, can be a helpful part of this process.?

Obviously, for such training events to be worth the time, money, and energy, there must be:

• thoughtful preparation,?
• effective execution, and?
• accountability for taking action on what is learned.

An obvious first decision is “What specific topics/skills do we train our leaders on?”?( . . . stay tuned, we will be sharing more on that in an upcoming newsletter!)

In usual fashion, once the topics for a leadership training event agenda have been decided, then work starts on developing the specific training materials, such as handouts and slides.

Yet, after the AGENDA decision and before the TRAINING CONTENT preparation, there is ONE document that can be developed that will drive up the return-on-investment for the training.

We call this ONE document a?Leadership Learning Roadmap.

[Get access to the TEMPLATE here]

Simply reviewing the EXAMPLE of a Leadership Learning Roadmap (below) will open your mind to the powerful potential of this ONE document.

As you can see, when the Leadership Learning Roadmap is developed properly:

• Trainers have no doubt in their mind as to what they are training the leaders to be able to do.?
• Leaders have no doubt in their mind as to what actions they need to take, and by when, in follow up to the learning . . . and the resources they have available to help them succeed.
• Senior leaders have no doubt in their mind as to what to check-in on during monthly 1:1 meetings with their front line leaders.

What leaders do - or don’t do - after training is the true evaluation of:

• how well the training was prepared and conducted in keeping with the desired call-to-action,?
• how clear the call-to-action was communicated, and?
• the presence of an internal accountability mechanism to check-in on the leaders’ success and/or struggles in achieving the call-to-action.

And therefore, this ONE document drives the value that can be achieved through training by driving the action that is taken in follow up to the training.

Start with the end in mind. And capture it on the Leadership Learning Roadmap.

Just Start. It’s just too valuable not to.

Sincerely,?

Sue Tetzlaff - Culture and Execution Catalyst

CLAIM YOUR FREE EXPERT CONSULTATION

FOUR 1-HOUR SPOTS OPEN

I’ve set aside time - specifically on?Friday, July 28 and Monday, July 31?- to provide 4 healthcare organizations with a free expert consultation on?building or strengthening their internal leadership development and onboarding processes.

In this time together, I’ll put my 30+ years of experience to work for your organization to help you get crystal clear on:

• Your current situation?
• Your hopes for the future
• The actions to take you from where you are now to where you want to be

If so, you can self-schedule a strategy consultation using this link or contact?[email protected]

Book your strategy consultation today