Leadership
Skills Training

Managing People
Workshop

Leadership in
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Managerial Coaching
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Dealing with
Difficult People

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Management and Leadership Training Seminars

Proven Leadership Skills

The Leadership Training Institute offers seminars that teach participants to confidently use proven methods of management leadership to lead people and help them plan, organize and control their work assignments. Seminar participants will also learn to use resources made available to them more effectively.

On-Site Seminars: can be tailored to the needs of client organization and delivered on-site at time and location of client choice.

Seminar Objectives:

At the 90-day post-seminar 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
  

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Leadership Seminars: Leadership Seminars Vs Management Seminars

Leaders have followers. Managers have subordinates. The biggest difference between managers and leaders is the way they inspire the people who work with them.

In general discussion people often use the terms 'Leadership' and 'management' interchangeably to describe someone who looks after a project team.
There are some key differences. Managers usually have people whose output they are responsible for. They have a positional authority over their subordinates and their output.

Alternately, following a leader is always a voluntary activity. Leadership is often situational rather than positional - the right person in the right place at the right time to lead the troops forward.

You can think about it like dealing with a SWOT analysis. Mangers avoid threats - by preparing risk plans and mitigation strategies. They reduce weaknesses through good recruitment and training, as well as implementing appropriate systems and processes.

Leaders identify opportunities and seize the moment to take a risk and act on them. They intensify strengths by motivating people to achieve their best. You need both to move a project in the right direction.

What Is a Leader?

Leaders achieve change. They use ideas and dialogue to influence, inspire, help, and encourage change in peoples' attitudes - leading to changes in behavior.
It is often said: "management is doing things right, leadership is doing the right things." Leadership involves the risk of following new ideas to create opportunities, while management diligence produces tangible results.

Being a good leader is very much about developing relationships. Sometimes they are personal, other times they are ideological. Either way - followers 'connect' with the leader on a personal level.

The optimum situation is to have mangers who are also capable leaders - people who are capable of leading team members through a situation and managing an operation.

So what is a Manager?

Being a good manager is about using the authority attached to your role well and appropriately. Manager’s focus on day to day tasks to make sure work is completed.

They use rules and processes, tactical direction and control, to manage others' activities.

Being tactical is a vital business skill - especially for the fast-paced environments in which most of us work and live. Being able to organize people to accomplish tasks can be a great asset and is essential for sound project management.

In many organizations high performers are the ones who eventually get to be the managers. Certainly understanding what it takes to deliver is important knowledge.

This doesn't mean however that they are ready for the challenge of leading people. To demonstrate solid characteristics of a manager, these previous high performers must have the knowledge and aptitude to also provide leadership

What Do You Need to Be a Leader?

Leaders understand 'Emotional Intelligence' and are adept at applying it in a way that achieves the best results from their people.

While a manager's authority comes from their position, a leader demonstrates authority in their approach. It is more difficult to learn to be a good leader because leadership skills are more behavioral in nature than management skills and knowledge.

It is easy in many ways to explain to someone how to implement a process using a manual and giving practical examples from your experience. It is much harder to get someone to change their attitude to a new software program and engage their interest to learn how to use it to improve their efficiency. Management vs. Leadership.

Change is about recognizing that people can achieve 'continuous improvement' and that their behavior can be a great step towards project success. Being able to lead teams through change, rather than manage them through it has infinite rewards.

Good leadership is innovative, creative and, above all else, proactive. The project managers regarded as effective leaders are the ones who anticipate problems and opportunities; motivate and develop strategic responses; and actively engage staff to develop action-oriented plans. In contrast, managers react to whatever situations arise.

They respond to problems. The actions they take are about applying time- tested strategies.

Leaders continually reinvent. They continually set the vision for the team to achieve.

However, having vision and demanding results is not enough. Leaders must be able to sell that vision and outcome-orientation to people at all levels of the organization.

Leaders need to be able to consistently present their messages in such a way that the people in the team remain motivated, progressing, and achieving at the highest levels of performance.

Strong leaders demand results. But it's not always plain sailing. Leaders often challenge people in a way that can make work life more difficult in the short time.

Clarity, consistency and effective dialogue are absolutely essential to making this process move from challenge to reward.

Balancing Leadership and Management

There's a complex balancing act that's required in all this. After all, project managers can get bogged down in mundane day to day stuff. It's difficult sometimes to see past your immediate horizons.

However, the results speak for themselves. The choices leaders make will have an enormous impact on the paths their organizations will take to success, failure, or mediocrity.

Source: Michael Young link

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