Leadership Training - Where Organizations Miss The Point

Leadership training is something most organizations have come to terms with. There is now a general consensus that to perform optimally in leadership positions, prospective leaders and those already playing leadership roles need to receive some form of formal and informal training to improve their chances of success.

Great. Well done.

However, it's not sufficient to organize trainings just for the records. The organization needs to ask, "what specific benefits is the organization getting from all of the training that is being done? Do employees see training days as opportunities to be off work? Is it just pastime?

For every management training done (and indeed any training done at whatever level), there must be documented objectives for the training. At the end of the training sessions, the human resource team should ask for specific action plans from the training and the timeline for executing those action plans.

Simple. The cascade or de-briefing sessions create a multiplier effect within the organization resulting in information sharing, knowledge sharing, re-enforcement of key lessons learnt, and exponential growth for the organization.

It also fosters team spirit across functions and the all-important 'can do' philosophy.

It's great that your organization has finally realized the importance of leadership training. But you have to go beyond just the training.

You have to ensure your people are putting the skills learned to work for your organization and that your organization is reaping the benefits of all the funds invested in those training.

In simple terms . . .

Differentiate yourself. Develop your people purposefully.

Make trainings count!

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