How do you prioritize Leadership Training?

Start by identifying key leadership competencies essential for the organization's success. Assess current leadership skills and pinpoint gaps through feedback, performance reviews, and self-assessments. Align training objectives with strategic business goals, focusing on areas that will have the most significant impact on performance and growth. Consider the specific needs of different leadership levels, from emerging leaders to senior executives. Schedule training sessions to minimize disruption to operations, and offer various formats to suit different learning styles and schedules. Secure stakeholders buy-in to underscore the importance of leadership development. Measure its effectiveness to ensure it delivers tangible results.

Yo acostumbro a ofrecer esta evaluación como parte del servicio de acompañamiento. Me parece que el diagnostico de qué realmente necesita la organización es clave dependiendo del momento. Las brechas entre lo ideal y lo que se tiene, a menudo, se logran zanjar revisando capacidades y propósito de cada uno de los lideres; no siempre ellos quieren lo que la empresa cree que quieren y en consecuencia involucrarlos es genial.

Prioritizing leadership training as a cornerstone of talent development strategy helps organizations cultivate a strong leadership pipeline, enhance employee engagement, and sustain competitive advantage in the marketplace.

Identifying and implementing leadership core values and tagging them with required competencies will help bring both heart and brain into the equation. The identification of behavioral as well as functional leadership training needs can be mapped for wholesome leadership building.

O CANVAS de Modelo de Negócio e o assessment dos pontos fortes podem dar um norte de como você priorizar o Treinamento de Liderança. Iniciar direcionando os talentos identificados para os pontos-chave da estratégia do negócio. O resultado mais comum é de criar um DNA de soluções e uma equipe de líderes habituados as vitórias.

La capacitación puede ser en cualquier formato siempre y cuando este acompañado de un seguimiento de la aplicación de lo aprendido. Si no hay unos KPIs que permita validar esto, entonces el compromiso de quienes toman una formación virtual, por ejemplo, es muy poco; presentan incluso evaluación y salen super bien, pero, la organización no necesitas buenos estudiantes sino buenos lideres. Yo priorizo el acompañamiento presencial y con coach que acompañe y valide.

Leadership training can be delivered through various formats, including online courses, workshops, coaching, mentoring, peer learning, or simulations. Each format has distinct advantages and disadvantages based on budget, time, accessibility, and preferences. Consider the learning styles and preferences of your leaders, the complexity and relevance of the content, the availability and quality of facilitators, and the feedback and evaluation mechanisms.

In my experience, choosing the right format for Leadership Training is a strategic decision that can significantly impact its effectiveness. As a Radical Change Catalyst Speaker and Enlightened Leadership Advocate, I've seen how different formats can cater to diverse learning styles and organizational needs. Consider the options available: workshops, webinars, one-on-one coaching, or immersive retreats. Each format has its strengths and can be tailored to address specific leadership challenges. For example, workshops are excellent for interactive learning and group dynamics, while one-on-one coaching provides personalized guidance. Webinars offer flexibility, and immersive retreats provide deep immersion and reflection.

Os formatos devem atrair pessoas auditivas, visuais, sinestésicas, precisamos criar estratégias para atuar e penetrar os mais diversos tipos de profile. Sempre uso muito material de estudo complementar e crio sempre uma jornada de imersão!

Los formatos son importantes dado que todos estamos muy ocupados normalmente en las organizaciones. A mi me parece que un buen mix es el presencial grupal y las sesiones individuales en formato virtual. Claro que esto requiere de cierto proceso de aprendizaje y todo tiene sus PROS y sus CONS pero en lo individual podemos indagar más en las objeciones y en el sistema de creencias. Y en lo grupal obtendremos riqueza de la experiencia de los colegas y de la escucha atenta. También porque de esa manera construiremos la confianza que nos permitirá después continuar fortaleciendo esos lazos. La cereza del postre es que la compañía forme un grupo de mentores con mucho seniority que formen a los lideres en la comprensión del negocio y la cultura.

Prioritizing by urgency and impact allows leaders to address immediate challenges while strategically positioning the organization for the future. It maximizes the impact of leadership training efforts. Adapt your prioritization based on changes in the business environment, emerging trends, and shifts in organizational priorities. Evaluate the leadership pipeline and succession planning. Prioritize training topics that contribute to building a robust leadership pipeline, ensuring that the organization is prepared for future leadership transitions. Align the assessment with strategic organizational objectives.

Priorizo sempre de forma a impactar mais, se os líderes ou o líder está enfrentando algum problema em específico ou tem um gap muito grande, é por aí que começamos. De forma geral: autoconhecimento sempre vem em primeiro.

Consider these nuanced steps when categorizing your topics into high, medium, and low priority: Relevance: Prioritize topics that directly address your target audience's needs and interests, fostering greater engagement and connection. Urgency: Topics with time-sensitivity, such as current or emerging issues, should rank higher as they're more likely to resonate and yield immediate action. Impact: Allocate higher priority to subjects that directly influence performance, engagement, or goal achievement, maximizing your content's real-world impact. Organizational Alignment: Topics that align with your organizational values and vision serve to reinforce your mission and shared identity, warranting higher prioritization.

𝐂𝐫𝐢𝐭𝐢𝐜𝐚𝐥 𝐒𝐤𝐢𝐥𝐥𝐬: Focus on developing critical leadership skills such as decision-making, communication, and strategic thinking that are essential for effective leadership. 𝐎𝐫𝐠𝐚𝐧𝐢𝐬𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐆𝐨𝐚𝐥𝐬: Prioritise training topics that directly support your organisation’s strategic goals and initiatives, ensuring alignment and relevance. 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐚𝐧𝐝 𝐓𝐫𝐞𝐧𝐝𝐬: Use feedback from employees and industry trends to identify emerging areas of importance and ensure your leaders are prepared for future challenges. 𝐂𝐮𝐬𝐭𝐨𝐦𝐢𝐬𝐚𝐭𝐢𝐨𝐧: Tailor training topics to address specific needs within different departments or teams, ensuring that the training is relevant and practical for all participants.

Encuestar, es la clave. Muchas compañías cometen el error de programar estas formaciones en tiempo por fuera del horario laboral habitual. Con esto sugiero tener cuidado porque desmotiva al funcionario y a su red de apoyo natural, la familia. Me parece muy ganador abrir espacios de una hora dentro de la jornada laboral y con diferentes lideres por vez, a primeras horas del día y nunca lunes o viernes. Llevar a cabo en la mitad y al final de las formaciones (cada mes y medio por ejemplo) una sesión tipo retiro en un sitio por fuera de la empresa, sábado por ejemplo, en jornada de todo el día, pero acompañado de actividades de esparcimiento para socializar entre todos los lideres en formación.

Something that has helped me a lot in my experience is working hand in hand with HHRR to chart the professional growth of the person within the company. We see this according to their role, their objectives (which go hand in hand with company objectives) and the employee's personal objectives. With this, we make a roadmap and link it to the training you need. Not only does it motivate the employee in question, but it also gives them a clearer path and value within the company, they feel recognized and listened to, and it gives better results. Once we have a clear path, we schedule in advance (again working hand in hand with the employee) all his training sessions and also time for any deliverable that is needed.

Bom, uma estratégia top que venho aplicando é unir forças com o pessoal de RH pra definir como a galera pode crescer na firma. A gente analisa a função de cada um, alinha os objetivos da pessoa com os da empresa e ainda considera o que ela quer pra vida dela. Com isso no radar, montamos um plano de ação e indicamos os treinamentos necessários. Isso não só dá aquele gás no pessoal, como também mostra um futuro brilhante pra eles aqui dentro. Eles se sentem valorizados e entregam muito mais. Com o plano traçado, a gente já marca tudo: os treinos e os prazos para as tarefas que eles precisam entregar. Tudo isso, claro, sempre batendo um papo reto com o funcionário pra ajustar os detalhes.

Effective scheduling of leadership training sessions is crucial for optimal learning outcomes. In my experience at Global Coach Group, striking the right balance between frequency, duration, and timing contributes to a productive learning environment. Aim to provide ample opportunities for leaders to acquire, practice, and apply new skills without overwhelming them or disrupting their work. Take into account their availability, workload, and optimal times for learning and retention. By carefully calibrating your training schedule, you create a conducive atmosphere for leadership development—one where participants can seamlessly integrate their learnings into real-world scenarios while managing their existing responsibilities.

Verstärken Sie das Bewusstsein für diese Themen durch spezifische Trainingsmodule, die sich mit Vielfalt und inklusiver Kommunikation beschäftigen. Ein praktischer Ansatz könnte das Durchführen von Rollenspielen sein, um Empathie und Verständnis zu fördern.

Curtiu a jornada até aqui? Agora vem a parte chave: sacar se deu bom ou não. Bora lá entender se o investimento no treinão de liderança valeu a pena. Coloca na balança os indicadores de sucesso, tipo, a galera tá mandando bem mais? O time tá mais na vibe, grudado e satisfeito? E não esquece do feedback, aquele retorno sincero dos chefes, do pessoal e dos gerentões. Assim, a gente capta o que tá onda e o que precisa de um up. Tá ligado? Esse é o esquema pra deixar nosso treino top!

En la evaluación es conveniente hacer un mix también. La percepción de los participantes (es decir los líderes y su grado de satisfacción) te permitirá evaluar a tus proveedores y entender si hay un cultural fit entre la organización y ellos. En segundo lugar poder evaluar con los líderes de los participantes si se ha registrado algún cambio en el comportamiento o en la percepción general. Si se han comenzado a llevar adelante iniciativas o si por el contrario todo sigue igual. Y, más avezadamente poder indagar en las necesidades no satisfechas de los equipos. Siempre conviene armar un pool de colaboradores que sean ecuánimes y prácticos de manera de poder tener muchos elementos de análisis de si la formación sirve o no a los fines.

𝐒𝐞𝐭 𝐂𝐥𝐞𝐚𝐫 𝐌𝐞𝐭𝐫𝐢𝐜𝐬: Define specific, measurable criteria for success, such as improved performance indicators, employee feedback, and achievement of strategic goals. 𝐂𝐨𝐧𝐭𝐢𝐧𝐮𝐨𝐮𝐬 𝐌𝐨𝐧𝐢𝐭𝐨𝐫𝐢𝐧𝐠: Regularly track progress through assessments, surveys, and performance reviews to gauge the effectiveness of the training. 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐋𝐨𝐨𝐩: Establish a feedback loop with participants to gather their insights and experiences, making adjustments to the training as needed. 𝐀𝐧𝐚𝐥𝐲𝐬𝐞 𝐈𝐦𝐩𝐚𝐜𝐭: Compare pre- and post-training data to assess the impact on leadership skills and overall organisational performance, identifying areas for further improvement.

I would always prioritise after speaking to the employees themselves. If the person does not have an active and engaged role in the training planning they are likely to be less interested or committed making the investment less valuable for the organisation and the individual. The key is to ask the employees about how they see their own growth and once that is mapped to the business needs, you can plan the training together.

La formación de los lideres debe ser permanente. Hay compañías que invierten mucho en esto, pero, no es la norma. así como hay ligas inferiores en los equipos deportivos, semilleros, así mismo los dueños de las compañías, CEO, jefe de gestión humana, deben identificar permanentemente el potencial y formarlo. también implementar el plan de carrera, plan de sucesión, que algunas empresas lo hacen, pero, no es la norma y es muy sano.

Effektives Leadership Training sollte über technische Fähigkeiten hinausgehen und Führungskräfte in ihrer persönlichen Entwicklung unterstützen. Eine Kombination aus Selbstreflexion, empathischem Beziehungsmanagement und einer klaren, nachhaltigen Vision ermöglicht es Führungskräften, authentisch zu handeln und so eine nachhaltige und inklusive Unternehmenskultur zu fördern.

To prioritize leadership training, it's essential to start by identifying the specific leadership competencies that are most critical for the success of the organization. Once the key areas for development have been identified, it's important to align leadership training with the organization's strategic objectives. Leadership training should be tailored to the individual needs of the leaders and the context in which they operate. Furthermore, leadership training should be integrated into the daily routine of leaders, allowing them to apply what they learn in real-time. Finally, it's crucial to measure the impact of leadership training on performance and organizational outcomes.

Prioritizing leadership training is essential for continuous growth and success within an organization. Based on my experience, a few crucial factors can help elevate the importance of this vital aspect. First, consistently evaluate organizational needs and objectives. By connecting leadership training to the company's vision, it adds value and urgency to develop essential skills. Second, pinpoint high-potential candidates for development. Investing in individuals who will propel future initiatives guarantees a robust leadership pipeline. Finally, advocate for a culture of ongoing learning. This mindset fosters collective growth and highlights the significance of leadership development.