Time Off Or Good Training?
Funny how so many organizations offer leadership training. Yeah its a money spinner alright! Money for you? Nah! ROI, puhlease!
leadership training? Yeah right!
Leaders are people who achieve results. Leaders are those whose attitudes and actions lead to positive results. Sending your staff to leadership training may not deliver the goods you are looking for! It helps them build a foundation for achieving the objectives, if they get to implement the knowledge. Some never do.
I have spent time with several organizations who send people to fancy schools and programs. When I say fancy, I mean high end fancy, like creepers on walls fancy. Does that mean it will make your team into leaders. Maybe. No guarantees. Executive programs are designed to make schools successful, not your company, or your staff.
Some so called leadership programs are a version of EST and Landmark programs designed to give attendees an inner sight into themselves. Others provide basic sales skills. That is leadership? Not on my dollar! Shareholders should be saying. It is as bad as team building exercises around golf courses and resorts. It is fun but does it bond? It may work for the Special Forces but that does not mean it will work in your office.
Like being a top gun pilot for a day is going to make you an effective leader. Lets look at Top Gun pilots. They are trained like German Shepards to fly in perfect patterns and along preset routes. They engage only in a prescribed manner, fully meeting the rules of engagement, stay in contact with fighter commanders along the route, meet objectives and come home. On the other hand helicopter gunship pilots gather like a flock of geese, fly on selected engagements as they see fit or prudent, go out cause trouble, meet strategic objectives and come home. Each are leaders and each achieve a strategic objective. One has far more deliberation than the other. Helo pilots dont run leadership programs. Maybe they should. I would rather have a can do leader than a perfectly trained leader who needs someone talking in his or her ear all day!
Leaders and potential leaders need to be challenged to produce results. They need goals or objectives to achieve. They need to show their staff and team members they have what it takes. They dont have to actually do everything to achieve the results but they need to put a plan into action and see it thorough to completion.
Leaders accept accountability and responsibility
Put them in a position where they can show this. Let them achieve strategic objectives!
Leaders produce results!! Thats it.
Remember how Audie Murphy took the machine gun nest, the rest was history? Yeah? He produced results. His attitude and actions made him successful. Yes he had good training along the way. But his attitude and actions lead him to achieve positive results. Those that realized he had what it takes followed him.
Business leadership is exactly the same. You need to set people up to succeed. Developing a process where by team members can set goals and objectives that meet the organizations overall strategic plan. Potential leaders that were successful in one area are often not successful in their new promotion. Well, they have not really defined their own strategy for execution of corporate and their own personal goals. Until they do they will flop around like a fish out of water.
So what do you do?
Leadership teams need to analyze their past performance
What worked
What did not work
Then learn from these results
Develop a positive attitude to success
Figure out what areas they will need to be most effective
Then plan their actions for the year for each area
Develop a plan to implement each item in the most efficient manner and select the top 10 only.
Work the plan
Enjoy the success
Those that make it work are the leaders to be respected.
Graeme Nichol
http://www.articlesbase.com/non-fiction-articles/time-off-or-good-training-98156.html
Sales Management Training
We believe that for any sales training initiative to be fully successful, sales managers must be fully involved in the program. This involvement should include both training the managers, and the managers re-enforcing the learning with their sales team.
The four main types of sales management training programs that we have run are shown below:
Leadership
Leadership and management are often confused and following processes and procedures is seen as good leadership. For us, leaders create a vision and are able to drive the team towards the goal using a number of traits including charisma, integrity and leading by example.
Some of modules for a leadership workshop would possibly include the following:
* What is leadership
* Qualities of leadership
* leadership styles
* Leadership and vision
* leadership versus management
Driving The Team
Today business is very competitive and sales managers are expected to drive their teams quarter on quarter to ever larger revenues. Sometimes sales managers just get focused on the day to day metrics and fail to see the bigger picture. It is this bigger picture that allows you to get ahead of plan and away from the “hand to mouth” existence that we see in many organizations today.
Some of modules for a Driving the Team workshop would possibly include the following:
* Motivation
* Individuals and teams
* Metrics versus performance
* Planning for success, driving the plan
* 80/20 rule – your top 10 accounts
Coaching for Results
Even the very top sports people have coaches. Why, because it has been shown that coaching can improve the performance of all levels of people. So, why don’t businesses ensure that all their managers are trained in coaching, and coach their team to improved performance.
Some of modules for a Coaching workshop would possibly include the following:
* What is coaching
* The sales manager as coach
* Coaching process and structure
* Fundamental skills of coaching
* Goal setting
Managing Teams
Many sales managers have been promoted from a senior sales role and been told to manage the team. Many have no management experience, little training and little support or direction.
Some of modules for a Coaching workshop would possibly include the following:
* Developing a team strategy
* Delegating and allocating responsibility
* Coaching and feedback
* Recruitment
* Disciplinary issues
* Communicating to the team
For more information about sales and management training please visit http://www.sales-training-consultants.co.uk
For more information about sales and management training please visit http://www.sales-training-consultants.co.uk
John Fowler
http://www.articlesbase.com/management-articles/sales-management-training-110886.html
Brian Tracy Motivational Training Series – Strategic Achievement – Sales, Marketing and Leadership Tactics – Motivational Training Video
Strategic Achievement
Sales, Marketing & Leadership Tactics for Gaining the Competitive Edge
Speaker: Brian Tracy
- THE PRINCIPLE OF THE OBJECTIVE & ITS IMPORTANCE IN ACHIEVEMENT
- HOW CLARITY AND FOCUS PLAY A MAJOR ROLE IN YOUR SUCCESS
- LEARN SALES SKILLS & MARKETING TACTICS THAT GET BIG & FAST RESULTS
- WINNING STRATEGIES FROM FAMOUS MILITARY & BUSINESS LEADERS
- THE PRINCIPLE OF MASS AND HOW IT CAN AFFECT YOUR PERFORMANCE
- AND MUCH MORE…
In this content-rich sales training, leadership training, and marketing skills program, highly acclaimed motivational business speaker Brian Tracy shows how to apply battle-proven methods to achieve victory in the world of business. He draws on powerful success strategies and sales skills used by famous military and business leaders throughout history. Sharing idea after idea, Brian Tracy covers a variety of sales skills and “thinking tools” that can help you to overcome adversity, live with greater focus, sell yourself more effectively, market your products & services with greater efficiency, perpetually learn sales skills, and more. This powerful sales, marketing and leadership training program will bring you innovative ideas in a cost-effective, easy to use video format. You’ll walk away with a practical blueprint for high achievement that can be immediately applied to your business and personal life.
Brian Tracy is one of the world’s most respected sales training and leadership training experts. Speaking on personal and professional performance, he has traveled and worked in more than eighty countries, and speaks four languages. Brian Tracy is a New York Times bestselling author, having written more than thirty-five books on sales training, leadership training, and personal performance. He has appeared on countless television and radio shows, and is featured regularly in major publications across the country, and overseas. He has also conducted high-level consulting assignments with several billion-dollar-plus corporations in strategic planning and organizational development. Brian Tracy is married, with four children, and is headquartered in Solana Beach, California.
Duration : 1:20:47
how much should a lecturer be paid for a leadership training seminar in one comapany?
It has 8 sessions with a total of 26 attendees. It is a million earner business company.
This depends a great deal on the reputation of the lecturer and of the company doing the training. There are trainers who get $1000 an hour or more, and others who only get about $25-50/classroom hour, or get paid on commission – a percentage of the total bill for the training program averaging around 20%.
What is this lecturer’s reputation, experience, expertise, even fame? Companies bring in big names for motivational lectures, training programs, etc, and pay them $25,000 – 100,000. But I’m assuming you’re not talking about Tony Robbins, Robert Kiyosaki, any former astronauts, etc.
Universal Reins-Kentucky Leadership Training
We spent some time at a leadership training center. And as Doug High reports from a Woodford County horse farm, this one is truly unique.
Duration : 0:5:15
Business Leadership Training: How to Lead your Team Successfully by Exercising Guidance
Leader, manager, foreman, boss…. These titles (and others) describe people who are responsible for getting a job done by directing others. The key point to remember is more than one worker must be involved in the effort for the project to be completed correctly. Therefore, the leader must be able to successfully guide each participating individual through his or her part in the process.
Often, the person in this leadership position has been recently promoted into it because of his or her proficiency at the task he or she is supervising. For example, a skilled, efficient carpenter who has provided quality work to clients and been an asset to the company is one day made Foreman. He will now supervise three other carpenters. No big deal, as he generally works alongside them anyway, setting the pace and taking immediate corrective action if one of his crew members make a mistake.
Or, consider the accounting supervisor who is known for her attention to detail. Nothing got by her when she was a clerk, and now, nothing gets by her as a supervisor. Why? Because she scrutinizes every keystroke her team makes. This in essences virtually replicates their work. If she needs to work extra hours every day to do this, she will to ensure everything is perfect.
Getting the Job Done
These new leaders are often cited for their ability to “make it happen.” They direct their employees under the premise that close supervision is the key to success. But what happens when their promoted again, and must oversee several teams?
These leaders try to repeat earlier successes, but simply cannot be in three places at once. When they visit their teams, they jump in to show “the right way to do it.” The work gets finished correctly and the company is happy. The crew, however, may not be.
The fundamental problem is that these leaders, new to supervisory positions, fail to recognize they are no longer paid to do the work.They are now paid to see that others do the work. By jumping in and “helping,” they fail to exercise guidance. And that brings trouble.
4 Bad Things That Can Happen If You Don’t Lead By Guiding:
• Poor morale: Most people want to do a good job and embrace the opportunity to make a contribution within their company. When bosses fix subordinates’ mistakes, they send the message that their employees are not capable of completing the work. When they follow behind, checking closely for errors, these leaders are saying they doesn’t trust their employees.
• Lack of training for subordinates: Crew members can’t advance their knowledge or skill-level if their supervisor smoothes over every incongruity. Even though leaders want projects to be flawless, they must learn to step back and let their team learn how to handle problems for themselves.
• New leaders failing to meet responsibilities: Anxiety about their team’s performance can distract new leaders from those tasks for which he must answer directly. Many new leaders waste valuable time double-checking work that’s already done, while trying to tackle their own neglected inbox. The continuous combination of stress and long hours leads to exhaustion.
• Lack of growth potential: Some leaders mistakenly believe that, by not developing their subordinates, they maintain job security. In reality, all they do is hurt the company and themselves. Here are 3 Easy Things You Need to Overcome Poor Leadership Problems In Your Organization:
• Clear, concise job descriptions that lead to no surprises for you or them
• Solid leadership from those overseeing the supervisor
• Training in time management, delegation, and profitability
Final leadership Thoughts
So, if you are the best in your company at the work you do, let yourself get bad at it. If you are in charge of a team, your goal is to help them get better at what they do, not to do it better than they can.
Today, the pace of change is rapid and businesses need to run smoothly to succeed. Line employees must produce. Supervisors must oversee the production of line employees. Senior leadership must do all they can to make sure these two groups have the right training and resources to do their jobs to their fullest potential.
Wally Adamchik
http://www.articlesbase.com/leadership-articles/business-leadership-training-how-to-lead-your-team-successfully-by-exercising-guidance-103959.html
Can anyone suggest best Leadership training company in Hyderabad, India?
We are looking for very good training company for our senior leadership team. I am looking for somebody who has a good reputation and track record in leadership training.
I will strongly recommend Equinox consultants for any of your leadership training interventions. They have conducted several leadership training programs for us and are really the best in producing great results for your team. You could check them out http://www.equinox.co.in
ACN Training 6/20/09 1 of 6 with “Sales Leadership Coach” Kris Thompson 619 334 8970
ACN Training 6/20/09 1 of 6 with “Sales leadership Coach” Kris Thompson 619 334 8970
Duration : 0:9:48
What are some good leadership activities for counselors in training?
It is an overnight educational, but fun camp.
the best leadership activities are one where people are co-dependent on each other.
Example
1. Person is blind
2. Person is deaf
3. Person is mute
4. Person is in a wheelchair
You have a goal, such as climbing a wall. each person has to help out.
A scavenger hunt. Make the rules strict so no one can just wander off.
There are soooo many books out there and I can’t imagine you can’t google more ideas.
These are just 2.
Leading is not following. That is something that most people don’t get.
Why Most Leadership Training Is A Waste Of Money And What You Can Do About It.
A group of senior executives are finishing up a three-day program at a top leadership training center. They’ve already filled out evaluations of the courses they took and the instructors. Now they’re grading the facilities and meals. Soon they’ll be heading back home to see what work has piled up while they were gone.
This scene is played out countless times every day, all across the country. It also tells you a lot about the mistakes companies make with leadership training.
Companies spend millions every year to send top managers to multi-day, off-site leadership programs. At the same they spend only about 7 percent of the training budget on first line supervisors.
But it’s those first line supervisors that make most of the difference. Jeff Immelt, current CEO at General Electric, says that when he was a boy, he always knew the name of his father’s supervisor, but rarely knew the name of the CEO. That’s normal.
First line supervisors determine whether workers are engaged or not. They’re the leaders who assure that teams have both high morale and high productivity. Why not spend some training money on them to help them do a better job?
The other thing wrong with spending leadership training money on senior managers is that they’re not likely to change much. A manager who’s been plying the leadership trade for a couple of decades isn’t likely to make a big, effective behavioral change because of a couple of classes.
To make matters worse, most leadership training uses ineffective methods. Companies spend millions every year on classroom-based training that isn’t much different from what you’d see if you could go back in time to almost any Medieval university.
In both cases there’s one person in front of the room talking to a bunch of other people. Oh sure, today there would be PowerPoint slides and the seats might be more comfortable, but Martin Luther would have no trouble recognizing what’s going on.
In this medieval training model, the instructor lays out some basic principles and then works down to specific applications. That might be great for the teacher, but it’s not the way that most human beings learn best.
Think about any baby you’ve been around. There’s not a general principle in sight. The baby sees things, touches things, runs into things and tastes things and then turns all those experiences into general principles.
That’s how most adults learn, too. The most effective sequence is from specific point or experience to general principle.
What we need is more leadership training that uses methods that are more effective than lecture, or even lecture with PowerPoint and handouts. We need to use more methods that offer opportunities to learn from specific, relevant situations. And we need to use more methods that allow for reflection.
But, just because training is different from our Medieval model doesn’t automatically make it effective. There are a lot of programs out there based on the principle that we have to do something special to make learning fun. Other programs grow from the need for trainers and consultants to sell something “new.”
That’s why you have leadership training that isn’t training at all, at least not in leadership. Executives can try outdoor adventure training which can be lots of fun or they can learn leadership by cooking, which probably helps the executive be more helpful at parties. But how do either of these make you a better leader? None of these trendy methods seem to do much about helping you learn leadership, but they’re a fun way to spend the training budget.
Here’s another really important thing. A lot of great classroom training never finds its way back to the workplace. It never seems to make any difference in what the leader-trainee does.
That’s because companies spend their time and money on the training and forget about the learning. That’s up to the individual, but companies usually don’t even bother to set learning expectations or check to see whether a trainee is using what he or she was taught. They should.
Marshall Goldsmith reviewed how well 86,000 leadership training participants actually learned from the experience. He found that the people who went home, talked about the learning and worked, deliberately to implement new behaviors learned best. But those who just went back home and did no follow-up showed no improvement at all.
The sad fact is that we know how to do good leadership training; we’re just not doing it. Here are some things your company should consider.
Spend time and money training your first line supervisors and new managers. Help them put together a self-development plan that will help them learn on the job. You’ll get the most bang for your buck that way.
Make sure the leadership training you choose addresses specific skills and uses effective instructional techniques. Set specific learning objectives for everyone you send to training.
Make sure that people who go through training get help and encouragement when they get back on the job. Follow-up to see that they’re working to implement what they learned.
Wally Bock
http://www.articlesbase.com/leadership-articles/why-most-leadership-training-is-a-waste-of-money-and-what-you-can-do-about-it-82050.html