Over the last several decades, we have witnessed an apparent and significant degree of weakness and lack of engagement in many organizations (many of which were once strong). For more than four decades, I have been involved in nearly every aspect of leadership and training/development issues/needs, from identifying and qualifying, to training, developing and mentoring thousands of potential leaders, as well as to personally serve as a leader at a variety of times and, I firmly believe, unless/until any organization takes leadership training seriously and consistently uses a professionally designed design. , program, to ensure better efficiency (and hopefully results), this trend will continue, in an undesirable way! With that in mind, this article will briefly attempt to consider, examine, revise, and discuss 6 essential elements to make this as meaningful and valuable as possible.
1. Start with the basics: Like the wisest ways to proceed, in any business, these programs should begin with and emphasize certain basics. Some of these include: the value of truth/integrity; motivational/inspiring; empathy; a positive can-do attitude; a relevant aptitude and/or skill set. Remember, there is no such thing as a born leader, so organizations need to properly address these basics.
two. Customized for a specific group: Since there is no one size fits all, in terms of organization types, purposes, heritage/history, vision/mission, etc., it is important to consider these, when evaluating, who might be the best leader, for a specific group. ! Therefore, in addition to properly explaining and instilling all the basic ingredients, all the leaders, needs, each organization, you must personalize/adjust your training program to the specific needs/needs, strengths and weaknesses of the specific group. !
3. How to answer questions/address concerns: Often the difference between the best leaders and the rest of the pack is how they handle the questions and concerns of others. I emphasize a 5-step approach/technique, which is time = tested, effective, and answers what is asked, etc. Briefly, these steps are: Reframe the objections/concerns (ensuring you are responding to the specific concern); empathize; respond/address; re-create the need (motivate/inspire) and close effectively.
Four. articulate; release; inspiring: Articulating quality messaging and communications is often something different. Quality training is needed to inspire and motivate those you serve and represent!
5. Developing Future Leaders: It behooves a real leader to consistently develop the best possible leaders into the future, to ensure the organization remains relevant and sustainable well into the future.
6. meeting of minds: Instead of emphasizing one’s personal/political agenda, and risk being a polarizing figure, it is important to consistently seek a meeting of the minds, for the greater good, every day, in every way! Avoid anyone who lacks common sense, or demands, My way or the highway!
Organizations that prioritize, use, professionally design, well-regarded, leadership training programs, in general, have the highest chance of success! Are you up to the tasks?