If you are considering attending a leadership training course, there are several things to remember. The goal is to develop leaders with the skills necessary to lead, not just to manage people. It is essential to consider the context for the training, as well as the needs of the organization. For example, you should consider whether you need to focus on sales skills, negotiation skills, or empathy skills. If you are training executives in a company that does not require these skills, you may not be getting the total value from the training.
Motivation in leadership training focuses on the motivational factors that drive employees to achieve their best performance. Although most leaders recognize that high-performance results from high employee motivation, few thoroughly understand the motivation. The course, taught by Cornell University Professor Risa Mish, will teach leaders how to tap into the natural drive of employees.
The course is designed for any organization’s new, mid-level, and senior leaders. Participants will gain a new perspective on their work and their personal development. There are three types of training sessions – classroom, small group, and one-on-one coaching.
The most effective leaders know how to balance emotion with reason and make good decisions. Good decisions benefit the self, employees, stakeholders, and organizations. But they often involve change, uncertainty, and anxiety. To make the best decision, leaders must consider all the facts and all the options. It also requires them to deal with the unfavorable reactions of others.
Making good decisions will help the organization run smoothly. It will also reduce errors and improve productivity. Leaders who make the right decisions can weigh the pros and cons of different options and give their teams clear direction.
To grow as a leader, you should learn how to handle conflict. Unresolved conflict can breed resentment and degrade productivity. By learning how to resolve conflict, you can future-proof your business. It can also help you build better relationships with staff.
Conflict resolution requires courage and objectivity. As a leader, you must recognize when to take action and wait. Procrastination can only make the process more difficult. You must act when you see hard evidence of a performance issue or conflict. You should avoid intervening in minor incidents and allowing them to escalate.
Autonomous leadership methods are a great way to encourage team growth and development. Instead of dictating work hours or requiring employees to follow pre-determined processes, autonomous leaders give them the freedom to structure their day and manage their responsibilities. This leadership style also encourages employees to explore new applications and improve workflow.
It also helps develop people’s EQ, which is essential for effective leadership. Autonomy helps individuals make better decisions and improves their performance. It is also less costly than micromanagement, which can lead to burnout. In addition to being more effective, autonomous leadership can help reduce employee turnover, stress, and customer service.
One of the most critical skills a leader needs to learn to build trust in his or her organization is how to communicate with others. Effective communication requires leaders to be honest and straightforward with their team members. The program also helps individuals develop skills in transparency, collaboration, and closing trust gaps. Ultimately, it will make them better leaders and more effective at leading their teams.
Trust is a complicated concept and means different things to different people. The key to dealing with it across an organization or team is to establish shared definitions of what the term means. Having a common language about what behavior is trustworthy will allow for productive conversations and create stronger bonds between team members. Developing trust among team members is a process that requires an ongoing effort from the entire team. It also requires that leaders demonstrate integrity, be willing to change their behavior, and collaborate with their team across boundaries.
Self-assessment is a vital part of leadership development. It allows leaders to reflect on their leadership styles and their impact on team performance. This exercise helps leaders to understand what senior managers expect of them and how they can meet those expectations. It also helps leaders identify their strengths and weaknesses and determine areas for growth and change. In addition, self-assessment helps leaders determine what the organization’s values are.
Leaders who wish to conduct their self-assessment can choose a questionnaire that reflects their current level of expertise. These questionnaires can include general personality assessments such as Myers-Briggs and DISC. A 360-degree assessment is another option, which involves soliciting feedback from people at different levels of an organization. This method allows people to evaluate the leader’s performance and highlight discrepancies in ratings.