What factors make the difference when it comes to the success of leadership training in your organization?
How can you as a manager ensure that your leadership team gets the biggest bang for their buck when it comes to leadership training?
Here are the three biggest insights we’ve gained over the past 30 plus years, having trained tens of thousands of leaders in more than a thousand companies.
Involvement of Senior Management
One aspect is senior management involvement. In the most effective projects, the senior management sends strong signals of support. The senior managers will make it a point to participate personally in the training and communicate how they’re applying the concepts. This negates the typical participant feedback, “My boss needs to take this course.”
An Engaging Instructor
The second factor to effective leadership training is having a credible and engaging instructor. When you think of the best training that you’ve attended, compared to the worst, chances are the instructor played a significant role in how effective the course was. It helps to have an instructor who can bring course concepts to life with relatable examples and connect it to your real world experiences.
Follow Through After the Training
The third factor is the follow-up.
Training is a process, not an event, and great leaders are made over a period of time. Share on X
Having a one or two-day training session without any follow up or assignments and coaching won’t yield the best results.
Based on the success of your training program, you’ll want to encourage conversations between managers and course participants about how the course concepts are being applied.
Ensuring these three elements are included in your leadership development efforts will generate maximum return on investment and help your organization sustain a high-performance culture.
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