Corporate Leadership Training
In order to remain viable, executive leadership training is essential for large and small corporations. Big business sometimes patterns its practices on the military and the federal government. A chief executive officer is only as strong as those who hold positions of authority beneath him. The president of the United States relies on a strong cabinet, which consists of men and women who possess years of career experience, education, and decision-making ability. Similarly, America's highest ranking generals and commanders rely on the services of competent leaders to command our nation's armed forces without compromise. In the military, young recruits must endure weeks of intensive training in boot camp. And as recruits move up in the ranks to become officers, there is yet more training to endure in order to become the best that they can possibly be. Corporations expect no less from the junior executives and managers whom they employ; men and women who want to climb the ranks of corporate America must submit to corporate leadership training.
The competition is tough for individuals seeking employment at the choicest companies. Young college graduates may have studied the books and earned degrees in a field of choice, but no college classroom can prepare them for the practical application of leadership principles faced on a nine-to-five job. Junior executives, supervisors, and managers know that in order to keep pace with challenging and changing times, they must gain new skills and become more marketable. Corporations eager to equip the next generation of CEO hopefuls don't mind investing thousands of dollars in executive leadership training. Big businesses know that those investments will ensure a steady string of knowledgeable men and women capable of carrying on the legacy that will one day be inherited.
Corporate leadership training can be short or long term, consisting of workshops, seminars, and courses designed to introduce young executives to leadership principles and practices. Corporate students are given ample time to examine personal strengths and weaknesses and obtain coaching from more experienced CEOs and team leaders. Mentoring programs are frequently implemented which pair younger men and women with senior executives who can provide firsthand knowledge and guide novices through the process of being made into effective leaders. Mentors are not only instructors, but sounding boards and confidantes for younger employees seeking to learn the ropes. Senior executives provide a wealth of wisdom, personal experience, and unsurpassed expertise that would be hard to find in a textbook. Years of managing employees, meeting the expectations of upper level management and corporate owners, and adjusting to fluctuating economic climates make mentors a prime resource for valuable information.
Becoming a leader requires a certain level of maturity, judgment, vision and an appreciation and acceptance of the character qualities and flaws of others. Attorneys, physicians, and pastors are a prime example of authoritative heads who must exercise sound judgment, diplomacy, and tact in dealing with a myriad of sensitive situations and a host of sometimes difficult personalities. Those in positions of authority must keep the goals of the corporation at the forefront at all times. Actions taken are weighed against the balance of outcomes which are beneficial or detrimental to the corporate brand, mission and vision.
Individuals in authority are often misunderstood and judgments are questioned and challenged by those who may lack the capacity or experience to fully grasp management decisions. Would-be executives must learn quickly that being a leader is not a popular calling; and along with corporate leadership training, a thick skin must be developed. Jesus Christ was perhaps the most misunderstood leader in the history of mankind, yet through His death, common men are afforded the right to become the sons of God. "He was in the world, and he world was made by him, and he world knew him not. But as many as received him, to them gave he power to become the sons of God, even to them that believe on his name. Which were born, not of blood, nor of the will of the flesh, nor of the will of man, but of God" (John 1:10-13).
During the course of executive leadership training, managers and supervisors may be challenged about processes and methodologies formerly practiced and embraced. A deterrent to learning may be adhering to preconceived ideas and beliefs, or confusing former management principles with those which successful leaders apply. While former practices may have worked in the past, the purpose of intensive leadership training is to expose students to newer principles and the best practices gleaned from other industry leaders. Trainees who approach learning new skill sets with enthusiasm and objectivity may fare better than those who cleave to preconceived ideas.
Trainers, mentors and instructors should include a mixture of teaching methodologies in the form of executive leadership training modules, which gradually guide trainees through a series of new skills and abilities. Modules may include instruction on assessing one's leadership abilities; recognizing qualities of authoritative figures, reviewing case studies, and participating in classroom discussions with peers. Role playing may also be used to help trainees develop problem-solving abilities and learn how to think "on their feet" during confrontational or difficult interactions with subordinates.
Corporations may choose to employ the services of a professional training firm, which can offer intensive workshops and seminars. Most corporate leadership training seminars and workshops are conducted within one to two days. Trainers may elect to conduct seminars onsite or trainees may travel to local or out of state offsite locations. Workbooks, manuals, and instructional CDs are usually included in seminar packages. Most firms award trainees with certification or continuing education credits, which can be applied to future training, accumulated as merit points, or recorded on employee evaluations. No matter how lengthy or extensive training sessions may be, the time spent acquiring leadership skills is invaluable for future CEOs.
Management Leadership TrainingManagement leadership training is typically provided through tuition reimbursement to an employee in a trainee or entry level supervisory position. Leadership training is a key component in achieving a high level of production from all employees within a corporation, company or small business. Without the efficiency of the employees, the business would not realize a higher profit. Many organizations go out of business, or are achieving lower profits because of a lack of employee efficiency, or inadequate managerial experience. Most company's have in-house sessions that can improve upon a supervisor's skills as they relate to their specific job duties. There are sometimes needs for an expanded instructional program. Local colleges and universities may offer this type of education in the form of evening and weekend classes, or online and correspondence courses.
A person in an entry level position, may want to grow with their company, but in order to do this, they may need an advanced degree in a specialized area. If this is the case, they can receive a degree or certificate in management leadership training which will provide them with an elaborate pool of skills and instruction to utilize while offering them an opportunity to become promoted with their current employer. Leadership training may even be required as a condition of employment on a quarterly or yearly basis. In addition to attending classes, or taking courses, the local library or bookstore will have a plethora of publications tailored to improving one's managerial skills in order to produce efficient workers. The main goal of efficiency in the workplace is a greater output for less capital. Sometimes this greater output can result in less effort if the skills are properly used to maximize the greatest efficiency.
Any management leadership training program will mandate some type or types of group projects. The goal of supervision and efficiency in the workplace is to have employees work better together. This can only be done through appropriate trial and error which can be best learned through a myriad of group projects. Proper leadership training will incorporate group assignments to be carried out within the workplace to get a better understanding of the types of actions and planning that will be required in order to run an efficient team of people the correct way. There will always be problems to face within a group project setting. The most common problems are that each member of the group does not typically carry a fair share of the responsibilities. It is up to the manager, however, to distribute duties fairly and matching those duties to the members of the group who have the specific strengths to carry them out correctly.
A top notch management leadership training program will teach the trainees how to organize and implement a group assignment. Throughout the assignment, instructors will observe and make recommendation for the student in order to facilitate an overall thought process that may be able to anticipate problems before they arise, and can help them to recognize bad decisions that may have already been made with ways to counteract the ill effects of the bad decision. No group assignment will render perfect results, but allowing the members of the group the opportunity to shine and show their best effort is important. Each member in the group is equally responsible for the outcome of the assignment as a whole. If one person doesn't do his/her job, the others have to pick up the slack to form a collective end result, which should be positive. Certain consequences are to be addressed after the assignment is completed for those that showed no effort in their parts of the assignment. Deciding on appropriate consequences for negative actions on the part of an employee is also a major lesson in leadership training.
Management leadership training classes and courses should certainly be evaluated and adjusted every few years as the workplace culture changes. The demands on the employees and their behaviors change frequently. A good example of this would be when women first entered the workplace. When the workplace was full of men, a sick child would not affect his job duties because there was a parent at home to take care of the child. With the two parent working families of today, some leniency has to be given for one of the parents during sick child times, or other family emergencies. Equality says that a man's job is no more important than a woman's, so adjustments have had to be made concerning family time off. It has been equally distributed between men and women in the workforce. As the culture is continually changed, so must the teaching of leadership training in the workforce. The supervisor must manage more than just a staff of people with specific job duties. They must also be a counselor, a friend, sympathetic, and fair. This can only be done with the knowledge of people, their behaviors, and their goals. "By knowledge thy rooms are filled with all precious and pleasant riches." (Proverbs 24:4)