How to develop training skills in the role of leaders?

The role of leaders has changed dramatically over the past two decades. Days & # 39; Control & Control & # 39; style leadership has long passed. The change of leadership styles also means that some of the "not so important" leadership opportunities in the past have become critically important today. Among these talents, training and teaching training will be launched. The need to be proficient in these abilities has led to increasing demand for quality Training and Guidance Training for Leaders.

From the institution's point of view, both training and guiding developmental factors enable individuals to improve their performance.

Training is a short-term intervention that emphasizes certain skills and goals. These skills are directly related to the individual's performance. The goal of training is to move the trainer from current skills to the relevant level through a series of focus and strategic action plans.

"" I never ceased to be amazed at the power of the training process to draw talent or talent previously entrusted to an individual and always find ways to solve problems that were previously considered insoluble . "- ​​John Russell, Managing Director , Harley-Davidson Europe Ltd.

A simple and effective training model can be found below:

Step 1: Set Points for Training

In this step, a coach helps coachee to set goals that can be straight and immediately affect success. The coach only asks questions and facilitates coachee thinking. It is important that the coachee defines the objectives, as this will increase responsibility and ownership.

Step 2: Identify Development Goals

This step involves breaking down broader areas for training in smaller development areas. Asking coachee to do a project and trainer who monitors specific development factors enables definition of development goals.

Let us take an example of a manager who manages his sub-committees dealing with foreign suppliers. Wider advances could be communication technology by phone. After examination, the development goals can be:

  • Reduce speech rates from 210 words per minute to 150 words per minute to improve the comprehensiveness of spoken words
  • Practice active listening by paraphrasing and summarizing the points discussed to get a better understanding of what suppliers say.

This step is very important in the training process. The more clear of development goals, the easier it is to review progress and ensure reform.

Step 3: Accepting a Training Plan

Based on developmental goals agreed upon by Coach and Coach in co-operation agreement on the training plan. The training program includes the following:

  • Frequency of Training Session
  • Timing and Location
  • Methodology Designed for Training
  • Step 4: Training Sessions and Conversations

    This step involves giving and receiving feedback and discussing possible solutions for the problems we are facing. The aim of this step is to get a trainer's purchase in the ongoing focus on the action plan. This step continues until you request changes.

    Step 5: Final Review

    In this step, the coach assesses whether it is met with development goals. If the goals are met then training intervention is completed. If the goals are not met, the coach determines whether this is due to lack of coachee's commitment or if the time allocated for developing skills was too short. If there is a former coach, the coach has to put clear expectations at coachee if the training is extended. If it is the latter, a realistic timeframe is recalculated and training is continued.

    Growing Need for Training and Guidance Training

    Parallel globalization overthrew technological innovations that led to companies penetrating new markets and considering new opportunities for growth and nutrition. This has since led to people from different cultures and backgrounds being open for interspersing and parallelism. With so much change that happens often, leaders need to be talented in training and guidance.

    It's too common to hear these words in most organizations – "I do not care how you did it, but I want it!" Leaders and administrators who regularly communicate in this way , have been solely responsible for the growing resistance rate across industries. But a leader in training and mentoring has fewer employee challenges. The time has come when all leaders have to learn as a guide and mentor.

    " When we are no longer able to change the situation – we are challenged to change us. " Viktor E. Frankl


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