Make Every Minute Count With These 5 Leadership Development Strategies
How much can you learn in six minutes? Would it be enough for you to feel confident in your abilities as a leader?
If you work at a large or midsize company, six minutes is the average amount of time your managers spend on training every six months, according to research from the U.S. Bureau of Labor Statistics. Let that sink in for a moment: Just one minute per month!
Most organizations recognize the importance of leadership development, but those responsible for making it happen often find themselves facing the all-too-familiar constraints of time and budget. Here’s a little secret: You don’t need to block out a lot of time for leadership development; you just need an ongoing commitment to doing it. (You probably do need more than one minute per month, but likely a lot less time than you already spend in company meetings.) You also need to ensure training is relevant for everyone and clearly communicate the value to them. In this post, the first in our Train Smarter, Not Harder series, we’ll cover five strategies that will allow you to make training more efficient and effective so you can make every minute count.
Identify Training Needs Based on Competencies
Using competency modeling to shape your leadership development programs ensures you are focusing only on the skills most relevant to your company’s future success.
If your company hasn’t taken the time to define the skills that are most important and drilled down to specific, observable behaviors that align with them, you are not training your future leaders as efficiently as you could be.
Make Training Accessible Anywhere
Traditional classroom-style learning still works well for teaching hands-on skills or those that require face-to-face interaction, but many of the skills your leaders need to master can be taught online. Consider incorporating more webinars and virtual instructor led programs into your plans. This not only makes training a lot less time-consuming for the participants and the people delivering the programs, it’s also significantly less expensive.
Another way to make learning more accessible is to invite employees to use a shared knowledge portal to access self-guided e-learning programs. You can make classes available for employees to take at their convenience through a learning management system or use a less formal collaborative platform (such as Slack) to share resources.
Assign ‘Homework’ With Formal Training Sessions
Most webinars or e-learning courses last between 30 and 60 minutes. That’s about as much time as anyone will spend watching something online in a single stretch, but it may not be enough time to cover everything, especially if you want participants to take a self-assessment or reflect on how they can apply what they’ve just learned.
Ask participants to prepare for each session by taking a few minutes to review material and jot down their questions in advance. After the session, you can send them some additional resources or assign an action item, such as trying a new tactic for staying connected to their virtual team members. Employees with a desire to become future Go to the full article.