Ultimate Leader On-Site Training
Unfortunately, there are training sessions that just don’t deliver the results that we need or expect. Why does this happen? Most often it occurs because the person leading the session falls into one or both of these categories:
First, there are those presenters that have the gift of gab – which is very entertaining but their message lacks real-life substance that each participant can use during and after the training.
Or, second, they are subject matter experts who are very knowledgeable, but their lecture puts participants to sleep while they recite their PowerPoint slides.
How do you know when a leadership trainer is going to provide solid, real-world training that gets results? What are the key elements of effective training?
Here are some key components of effective, leadership training for you to consider as you look to hire a trainer to develop and grow your organization’s leaders:
The philosophy and behavior of the trainer matches the core values of your organization.
For example, people agree that a core value of leadership is trust. Four components of trust are: 1) being approachable; 2) accepting responsibility; 3) keeping things confidential; and 4) supporting all members.
Have you ever been to a training session where one or more of these key components of trust were not practiced? A presenter that favors one participant over another? Or, a presenter that talks about trust but doesn’t stay approachable and inviting when a participant asks a challenging question? When this happens – participants definitely feel “this training is a waste of time”.
For your upcoming leadership program look for a trainer that:
- Formally excels in leadership (has a track record of results)
- Has a passion for leadership (makes a living growing leaders)
- Sets the example of leadership (is a product of what they preach)
The training is participant focused not instructor focused.
This sounds simple but often a training program revolves around a strict agenda – what the instructor intends to accomplish. The training comes across as a “canned program” that has been delivered over and over which leads to generic results.
For leadership training to be effective it needs to be spontaneous – meeting the needs of each participant and their goals. This can be accomplished by the trainer having the ability to present what the learner’s are interested in, provide interactive activities that relate to their day-to-day priorities, and identify actions that may be implemented immediately based on each participant’s leadership challenges.
Participants are prepared ahead of time.
Have you ever attending a training program and wasn’t sure what to expect or what was expected of you?
Great leadership training prepares participants in advance of the meeting with pre-course assessments, the instructor’s presentation, and access to the instructor to ask questions before the training starts. When this information is provided in advance the training gets a fast start rather than wasting time on lengthy icebreakers and/or participants holding back wondering what the purpose of the meeting is and how it applies to them.
Methods of learning are flexible.
For learning to stick, the presenter has to present topics according to how participants learn. Whether learners are visual, auditory, kinesthetic, or a blend of all three, the presenter has to be able to change up on how learning objectives are delivered and experienced.
Here are just a few examples of learning flexibility:
- Every seven minutes the brain needs reinforcement of critical takeaways.
- When a question arises participants feel safe to ask, “What does this mean to me?”
- Forums where participants learn collectively vs. becoming impatient with those that just “don’t get it”.
Training experience exceeds expectations.
You definitely don’t want to be embarrassed by hiring a trainer that fails to meet your expectations. What is it you should expect after an effective leadership program?
Here are the Top 5 signs your training has been a success:
- Participants are using what they learned during the first break.
- The comment you hear most often is, “I wish I would have I known this years ago!”
- Participants want others to attend the next session so they have a support system to multiply the results.
- Managers are teaching their employees what they learned in the training.
- Participants want to learn more.
For more information about the Ultimate Leader On-Site training program Contact Us