The Simple Way to Select Quality Leadership Training

blog061214While most senior executives recognize the importance of developing leadership talent, their leadership development efforts often are not connected to their strategy processes. This disconnect prevents organizations from identifying and enacting prudent strategies. Business strategies often do not address an organization’s ability to implement those strategies. A leadership strategy is needed to unleash the potential of individuals and groups throughout the organization if they are to achieve success.

Quality leadership training for your front line employees should align to your talent strategy, which in turn, should align to your overall corporate strategy. If not, then you had better work on these gaps before launching any kind of training programs, let alone those on leadership development. You may have found best leadership training resource for your front line professionals, but if it not an integral part of and aligned with your talent and corporate strategies, what good is it, really? That’s like throwing spaghetti against the wall to see if it sticks.

You may have determined the needs of your employees through a formal ‘learning needs analysis’ or by informal data gathering on the current and future skill sets required. Either way, selecting a training solution should have clear and defined expectations from YOU and also include the “what’s in it for me” factor for your employees.

Too often we’re sending employees on training without understanding or explaining to them ‘why this training was selected’, and ‘here are my expectations of you at the end of the day.’ The best discussions go on to say, ‘here’s how these new skills fit in with the corporate strategy;’ ‘this is how and why we chose to focus on these skills;’ and ‘here is what is an offer to help you apply what you have learned.’

Here are three ways to define quality leadership training:

  1. Quantitative ~ sound learning objectives begin with verbs that are measurable. Avoid courses with learning objectives that begin with the word ‘understand’ as this is very hard to measure.
  2. Learning ~ learning should be multi-modular. In today’s world of dispersed work forces, make sure any training you choose can modify and extend delivery from instructor led training to elearning, virtual learning (vlearning) and Mobile learning (mlearning). Learning in multiple modalities can really extend what you teach on site, on-line and in the cloud. Multiple modalities gives your learners different training options that allow the training to fit their learning preferences.
  3. Time ~ sustainable strategies over time to ensure that learning sticks. This can include follow up tips, questionnaires or coaching, but the goal of any training is to increase skill, behavior and attitude. It also provides better opportunities for adult learning experiences by reinforcing the training, thereby having more effective results and behavior changes.

It is through knowing and acting when selecting quality leadership training is the secret to building great leadership training in your company. Tell us what you think by tweeting us @abetterleader.

Chris Craddock

As the leader of Projections' production team, Chris loves to inspire others to perform at the highest levels! From the most challenging leadership opportunities to brainstorming the latest topics leaders want to learn about, Chris provides clear direction and vision.