Not the same old leadership training highway

Your leadership talent is critical to your organization's success. During tough economic times, reaching goals and outpacing the competition is especially crucial. In 2010, the essential move for training divisions is to transform and change in order to keep up with the times. It's not the same old highway.

Investing wisely in new and existing supervisors requires focus on what is happening on the frontline and on the individual needs of that talent. According to Training and Development Magazine, three essential components for training in the New Year include organizational, analytical and interpersonal focus.

Harvard Business School professor and author Michael Beer says that CEOs who recognize the need to achieve "sustained high commitment from all stakeholders," recognize the value of high commitment, high performance (HCHP), and their organizations will stand out among others because of long periods of excellence. Beer points to firms like Southwest, Johnson & Johnson, Hewlett Packard and Toyota as leaders in excellence. Achieving commitment and performance is attainable in any industry; however, most companies haven't reached the HCHP club.

The differentiator, Beer says, is that these companies sustain performance because they achieve three goals:

1. PERFORMANCE ALIGNMENT: Organizational design, business processes, goals and measures, and capabilities targeted for a winning strategy.
2. PSYCHOLOGICAL ALIGNMENT: Leadership toward a higher purpose, challenging work and making a difference. Human resource management policies and practices geared toward leadership "managing with heart."
3. CAPACITY FOR LEARNING AND CHANGE: Honest communication at all levels about anything that is a roadblock for meeting goals. Creating a performing organization that equally values a strong learning system and a strong culture.

According to a study by Jim Trinka, Ph.D. and chief learning officer for the FBI, focusing on developing others and their communication competencies can increase overall leadership effectiveness by 50 to 60 percent.

Study evidence supports the establishment of a performance-managed organizational culture - not from a command and control perspective but rather one that involves a coaching environment and conscious attempts at continuous dialogue within work teams to achieve a balance between driving for results and interpersonal skills.

If these studies and quotes have not convinced you, review the scenario from my last post to consider if poor leadership may be going unrecognized in your company and how if might hurt your business. If you are doing something innovative in your company with leadership training, please share those ideas and your success stories with our readers so everyone can benefit from your expertise as well. Share by using the comment feature on this blog.

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1 comment:

Lisa at Visionomics said...

Goals like these can be achieved as you pointed out by sending leaders to trainings and effectively apply to them what they have learned and influenced the members.