Companies invest huge sums on training, believing that having their staff attend a leadership training session will help them gain the necessary skills to function as effective leaders. However, how much of this training translates into actual results in the workplace? Unfortunately, not much. A few days following the training, everything learned is forgotten or dismissed as being difficult to apply in real-life situations. Here are a few suggestions to make leadership training work for your organization so that you receive a valuable return on your investment.
Here Are A Few Suggestions To Make Leadership Training Work For Your Organization
1. Tailor the Training
Think about the areas in which your executives need training and tailor the program to meet these specific requirements. For example, if you are preparing for a major change in the way your organization operates, it makes sense to provide specific training on change management rather than a generalized leadership training program.
2. Ensure Organizational Commitment
When employees attend a highly motivational training program, many of them get back to work, charged up with the emotion of adopting the principles they learned. Unless the organization too buys into this idea, and provides an atmosphere that is conducive to adopt these ideas, you cannot see any major change. For learning to convert into action, it is important there is commitment from the very top of the organization. If a manager is enthusiastic about collecting feedback from employees as he learned in the training, but finds the management is dead against this idea, there is no question of him applying his newly acquired knowledge or skills.
3. Follow Up Regularly
It is important to have a plan for regular follow up of how well trainees adopt their learning. Say an employee has attended a leadership training program that emphasized time management skills. You ought to monitor his progress at getting things done in time on a weekly or fortnightly basis. Ask about which particular principles of time management he has adopted, and get feedback on how it is helping him deal with work. Such follow up helps the person too remain alert to the need for adopting the principles he learned in practice.
Effectiveness of training often boils down to an individual’s willingness to change. However, even the most engaged of employees requires an environment that fosters this process of change. Until the organization commits to providing this environment, the best training program or the most inspirational trainer alone cannot ensure that leadership training works.