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 Workshops: Maximizing Potential Through Developmental Leadership Workshops
Since time began, people have debated leadership. One of the most commonly asked questions is whether or not it is an innate ability or whether leadership development can be instilled into people.
Leadership
It is possible to analyze some of the military, political and business leaders of the past and to see that, sometimes, there is a very small difference between success and failure.
In most cases, this difference is entirely as a result of the personal leadership of an individual or a group of individuals.
This leads to a set of conclusions:
an organization must seek appropriate leaders and place them in suitable roles;
it should seek to develop leaders at all levels;
it must take steps to ensure that these leaders have the required personal attributes and attitudes as well as the appropriate technical skills.
Leadership characteristics
In one sense, it is possible to categories leaders into one of three groups:
established leaders with a proven track record of success and a current theoretically fit-for-purpose skill set;
junior or potential leaders who are perceived to have qualifying characteristics but who may not, as yet, have had the opportunity to prove their capabilities or have not had the chance to develop their potential;
established leaders against whom, certain performance-related question marks have arisen.
For an organization, people in all three categories may be in need of a leadership programme.
In the case of established successful leaders, it may be a good idea to periodically assess their philosophies, methodologies and skill sets against the ever-evolving needs of the enterprise.
Where gaps are identified, these can be dealt with through appropriate leadership development related activities.
Complacency and a previous track record of success may lead to this group being frequently overlooked. This is risky because if they are not subject to periodic development, then any accumulating shortfalls may only be identified 'in-flight' and in challenging times - traditionally the most expensive and potentially catastrophic time for leadership shortfalls to arise.
For junior and potential leaders, development activities may be even more critical.
This is about developing the individual in the context of a guiding framework and avoiding the risks of undesirable traits (e.g. becoming overcautious or rash) coming to the fore in the absence of a structured development environment.
Finally, there is the leadership group that are sometimes described as constituting a 'management challenge'.
This is an unfortunate term. In reality, many such individuals have been developed at great expense to the organization and they may well have a wealth of intellectual capital.
Given the appropriate environment, with a leadership development programme, it may be possible to re-equip the skills inventories and motivation of people in this group so that they become effective performers and leaders once more.
Source: Les Duggan
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