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
Leadership Training Workshops: How To Design A Great Leadership Development Program
- The Basics
When did you first begin to learn the concepts of good leadership? Did you receive formal training? Did someone help you along, or were you just thrown to the wolves to fend for yourself? Unfortunately, too many beginning leaders find themselves to be wolf-bait. If they survive, they might receive some type of "leadership development," which often emphasizes management principles more than actual leadership. The smart, successful organization will design a leadership development program that develops leaders incrementally, beginning with first level managers.
The first step in a good leadership development program is to decide it's important. By that I mean determine just how important leadership development is to your organization. The return on investment can be quite substantial, but it's often difficult to measure. Surveys of people who quit their jobs reveal that a majority quit because of things leaders, often at the manager level, could have changed. Think about what bad leadership may be costing in employee turnover. How about customer service? What sort of image do employees who are unhappy with their leadership present to the customer? Another consideration is the overall efficiency of your operation. Employees who suffer under poor leadership are much less likely to be work to better the organization.
Next, determine what it is you want to develop. While leadership development may be included in an overall program designed to develop a worker to become a senior leader or executive, it's important to be clear that leadership is about leading people and therefore should be one of the first parts of any overall program. What's often missed is that it's the lower- and mid-level managers who actually do the day-to-day leading in most organizations.
Finally; you're budgeting for a development program. The program doesn't have to be a great expense, but does require a commitment, in time and manpower as well as money. You must be willing to dedicate the time for potential leaders to attend training courses, workshops, seminars, and coaching and that dedication must start with first-level managers. You may decide to hire an outside contractor to help develop and run the program, but I strongly recommend someone within the organization be assigned to at least provide oversight. Also, more senior leaders must be able to make time available to adopt and coach protégés.
I've seen two problems that really baffle me. The first is people who complain that leadership within their organization is either bad, or apparently non-existent. Those organizations appear to suffer because of this lack of leadership. Because their people don't excel, the organization never realizes its real potential.
The other is organizations which appoint people to positions that require them to lead people, but give them no training, and often little support. When those leaders fail, the common refrain is, "I guess they just weren't leadership material."
As a leader, you can prevent these things from happening, and avoid the associated costs, by designing a good leadership program.
Source: Bob Mason
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