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
For
more information and pricing, please
complete
this form
Leadership Training Seminars: Leadership Training and Leadership Development
- Are You Seeing Results?
"I sent managers to leadership training, but I haven't seen much of a result."
"The training wasn't very effective because it didn't really change behaviors."
These are common complaints about leadership training. New or prospective leaders are sent to various training events, but their bosses are often disappointed with the results. At the same time, those leaders who went to the training don't feel it was much benefit because they were not given the opportunity to implement what they learned. The lessons fade off as an interesting, if not very useful, memory.
The root cause of these complaints is that organizations tend to approach leadership training as a square to fill instead of developing an on-going leadership development program. Senior leaders want to spend as little time and money as possible, so they expose their young protégés to a little training, hoping that will be sufficient. And, though they want those protégés to bring lessons back to the office, but they shouldn't try to make any big changes. Things are working just fine like they are.
This approach is wasteful and counterproductive. Organizations must go beyond just training and embrace leadership development. Leadership is a skill that cannot be mastered in a half-day seminar, or even a 3-day "boot camp." What's required is a comprehensive program that teaches concepts and techniques, then helps new leaders learn how to implement them. This sort of comprehensive program requires a combination of training and follow-up. The leader must have someone they can turn to for advice and with whom they can discuss difficult problems. Some call this a coach, others a mentor, but the name isn't important. What is important is that the leader has someone who can help them properly apply the principles they learned in training.
There's another factor that's necessary for effective leadership development: the right atmosphere and culture. There is nothing more discouraging for a young manager than to attend a training session where they learn exciting new techniques, only to have their efforts to utilize those new techniques stifled because doing so will require change. The senior leaders must encourage those they are developing to use their training and suggest new ideas. Yes, there are times when an idea cannot be implemented. In those cases, the senior leader must explain why, while encouraging continued thought and ideas.
Leadership development is an on-going process and one that should start early. First level managers are probably leading people, so why not send them to some entry level leadership training. In fact, wouldn't entry level managers be a good place to start a leadership development program? After all, some of these people have the potential to rise to senior leadership positions and the training and development they receive now will pay big dividends later.
How are you developing the future leaders of the organization? Are you just giving them a little training, or does you organization have a genuine leadership
development program?
Source: Bob Mason
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