Management and Leadership Training Workshops
Proven
Leadership Skills The
Leadership Training Institute offers workshops that teach participants
to confidently use proven methods of management leadership
to lead people and help them plan, organize
and control their work assignments. Workshop
participants will also learn to use resources made available to them more
effectively.
On-Site
Workshops: can be tailored to the needs of client
organization and delivered on-site at time and location
of client choice.
Workshop Objectives:
At
the 90-day post-workshop assessment, participants will
have:
- Demonstrated
(on the job) an understanding that the intuitive style
of leadership (self-centered, directive) will only
work in special circumstances and will have made noticeable
improvement in working themselves toward a management
leadership style (participatory, empowering)
- Spent
more time "leading and managing" and less
time "doing"
- Used
the action planning process to plan and implement
at least one important initiative that has a positive
impact on business results
- Used
the decision-making technique on the job to arrive
at sound decisions that have or will have a positive
impact on business results
- Demonstrated
greater ability to function in teamwork situations
- Developed
and successfully used a system of control by exception
For
more information and pricing on our leadership
workshops, please complete
this form
The Chemistry of Leadership Skills Workshops
In the past we have tried to create a model of leadership based on the examination of the behaviors of the people that appear to be successful leaders. After doing that with several apparently successful leaders, we have endeavored to put together a composite collection of behaviors to copy. This approach has substantially failed because it has ignored a vital component that could be best described as the "chemistry of leadership." We must understand and recognize the chemistry of leadership and the relationship between leaders and followers. The catalyst for this relationship is the chemistry of leadership. Unfortunately, psychometric testing fails to reveal the leadership chemistry factor and as a result their validity and value should be questioned in depth.
What is this chemistry? Where does it come from? And how do we recognize it? This chemistry is generated by the person in the leadership position. It seems to be carried like a virus to each follower. The rate it spreads is often astounding. The ingredients appear to be things like enthusiasm, trust, integrity, belief, hope, vision, values and a high degree of emotional intelligence. The recognition of the chemistry is relatively simple. The followers are constantly demonstrating their commitment to the person in the leadership position. A short conversation with followers will soon reveal their level of commitment and their appreciation and understanding of the chemistry of leadership.
You may have heard people say that they have worked for a really good boss and that that person had their undying loyalty. This is the effect of the chemistry of leadership. The other telling factor is the amount of discretionary effort that followers are exerting in their normal day-to-day work. Where you have high levels of chemistry you have high levels of discretionary effort.
The development of this chemistry is interesting. Firstly, the prospective leader has to develop their levels of emotional intelligence. For example, they may need to lift their emotional self-awareness. In other words, to learn how to recognize how their feelings can affect them, which in turn can have a positive or negative effect on their workplace performance. The emotionally self aware leader is able to describe the vision for the future in such a way that other people are infected with their passion and drive.
High levels of emotional self-awareness allow leaders to laugh at themselves and correct themselves. They know where they need to improve and what learning has to take place. They actively seek constructive criticism and feedback so they know which direction they should be taking.
Source: Peter Mitchell
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