In today’s competitive business world, progression in a career requires the latest skills and apt capabilities. Our progress is correlated to our drive to evolve our mental faculties. The modern world throws at you challenges in every step of your life. Therefore, you need to develop your skillset through appropriate training to face those adversaries.
Training has become an unavoidable component of our lives today. Either it’s personal, professional, mental, emotional, or physical, you cannot discover your next step without training. Significantly, corporate training has been gaining quite some popularity over the last decade. According to MarketWatch, the global corporate training market stands at a whopping $370 billion and will reach $420 billion by 2027.
It makes the importance and significance of corporate training quite evident to us. We can only expect a further augmented role of training in our organizational setup. Primarily, leadership training – already the dominant area of training today – will encompass more aspects of corporate development programs.
However, leadership training is complex and entails a detailed process flow that is challenging to execute. Therefore, this article brings you four ways to conduct successful leadership training in your organization.
The biggest mistake almost every company makes is underestimating the process of training. They make routine HR officers responsible for planning and designing training. That should not be the case. Training requires proper professional acumen with people specializing in training and development. You can either hire expert trainers or provide your existing talent the opportunity to learn essential training areas crucial for proper employee development. Pick out a few managers you think are capable of successfully training your employee base and allow them to polish their business acumen further. You can provide them online learning methods to grasp all the basics of business crucial for leadership development. For instance, an online masters degree in business administration can help develop a sound understanding of all the essential business components. By utilizing this extensive knowledge base, these managers will carry out proper leadership training programs in the company.
Leadership training might seem as simple as conducting a learning session for corporate professionals. However, it is a complex process starting from pre-training evaluations to post-training feedback. Each step contains little details that are important to produce the desired results. Therefore, modern-day training and development have become a science in itself. Which means it requires proper professional consultation and prior academic training.
Take a Step back and Perform TNA
Are you sure training is the correct medicine for your organization? Even if it is then training for whom? What type of training? Who will be the trainees? Which areas of leadership to cover in the training programs? All these questions are essential for your training session. You can answer these questions through the process of Training Needs Analysis (TNA). It behaves as the backbone of your entire training process.
TNA is the prerequisite to identify whether training is needed or not. Whether it is the other organizational factors limiting the leadership capacity of executives or training is the key to unleashing their potential. TNA tells you about your training program’s content, design, and delivery. Therefore, it is an essential procedure to perform before the actual training. As per a survey by the British Chamber of Commerce, trainees forget about 70% of what they learn during corporate training. Absent or inefficient TNA is the main reason behind it.
Know your trainees
Only because someone has been a top performer in his/her department doesn’t necessarily mean they’re the right choice for leadership training. A potential leader might be somewhere between the lines, hidden from the spotlight. Not everyone possesses the requisite capacity to become a good leader. Therefore, it is monumental for your leadership training program to identify and pick those employees that excel at work.
You might need to go through the performance appraisals to identify the right personality for leadership training. You might also need to engage a group of employees in some activities before formally launching training programs. You should shortlist all the potential trainees and indulge them in an activity that would express their leadership qualities. It might be a case study competition or focus group discussion. That is how you can identify the right employees and even executives who would produce the desired outcomes after training. Otherwise, your training will never ensure practical results, and training costs will not provide any ROI.
Ensure Learning Transfer
Training will be of no use if it is not transferable to the workplace in practicality. Learning transfer ensures that employees apply what they have learned in training. Unfortunately, we do not have convincing data for optimal learning transfer. According to a report by 24×7 learning, only 11% of employees apply the skills they learn during their training. Most organizational leadership training programs tend to overlook the necessary components to ensure learning transfer. They ignore the underlying factors which create the building blocks of practical training.
These factors might include improper training design or incompatible training content. Therefore, all the steps of training planning from TNA to training delivery must be in sync with each other. Only then will you be able to incorporate proper leadership training material and generate the required results. Once your trainees are subjected to the content they like and possess a complementary skill set, training effectiveness radically increases. They absorb training in a better way. As a result, you observe a higher rate of learning transfer and improved outcomes in trainees.
Leadership training has become inevitable in a modern-day corporate environment. There is already a shortage of top-notch talent, and organizations must develop their talent pipeline internally. They must perform succession planning and develop existing talent through leadership training. Now, you know all the essential ingredients of conducting an effective leadership training program. Just leave it to the professionals, perform TNA, and align the overall training goals to the intellectual capacity of trainees and you have future leaders.