In order for management leadership training to be effective it must first be discovered as a tool for the achievement of the organizations goals and objectives. That\’s necessary because change is often required for the training to have lasting results. Change is often difficult and requires commitment. The commitment to change, if it is to last, must be rooted in bottom line benefits to the company, its employees, and its customers.
By definition, management leadership training is training. Training, certainly in the beginning requires trainers. Often it\’s best to have trainers from outside the organization. They need not be the most expensive trainers around, just the fact that they are outsiders with no ax to grind and no previous behavior and advice to protect may be enough.
Needless to say these outside trainers can not train everybody in the organization forever, including new hires that join the company weeks, months, and years in the future. Their brand of management leadership training should be transferable. When individuals who have been trained begin acting differently the whole organization will begin to move toward the new standards of behavior. It will be slow at first, but since you did not get in the situation you are in over night – you can\’t expect it to change over night either.
As people become trained, some will seem to have a knack to carry on a formal new hire version of the training – at least at the elemental level, to jump start new employees around the organization\’s expectations. These are the expectations the company has of everyone – the benefits of this new environment of cooperation for the good of the whole.
If this new hire semi-formal management leadership training takes place during the probationary period you will be able to address areas that seem to need continuous attention going forward with that particular employee.
Using this gravity based approach to management leadership training, the organizational culture will be gently molded into your picture of its successful future. Because employee temperament is something that already exists, the formal training will only be the beginning if you expect real change to take place. In fact employee temperament may never change, or at least not for years and years as new people arrive into the new environment. That does not mean you should wait to get started with the training until all the people you label as negative are gone.
Experts agree that leadership by example, something that is no doubt already happening in your organization, can be accelerated by a training program that identifies this positive behavior and teaches you how to do it better and more often. An of all the ways in which leadership by example works – it works the best when your expectations are communicated clearly and frequently, to everyone – in a most positive way.
A combination of formal and informal – by osmosis management leadership training can be an extremely profitable for the business across a wide spectrum of ways that result in improving the performance of everyone and reducing the dreaded and costly attrition that is often the result of good employees left to drift without clear guidelines and encouragement from management and its leaders.
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