Archive for Training
There are so many terrific articles and posts about leadership and talent management each week. Here are five of our favorties:
Leadership Freak: Tackling Armchair Quarterbacks
We absolutely loved this sarcastic and wise article on armchair quarterbacks. As usual, Dan Rockwell was amusingly accurate about what they actually bring to the table and has some excellent advice on what true leaders do to avoid putting themselves in a position to receive Monday morning advice.
Forbes: The 11 Leadership Secrets You Never Heard About
A well-written piece by August Turak, about his personal experience growing as a leader, and what he learned from great bosses on his way up the corporate ladder. This is truly an exceptional article.
“It is a fine thing to have ability, but the ability to discover
ability in others is the true test” Lou Holtz
On-the-job training is now such a common way of training workers that the practice may seem straightforward and almost simple. But doing it effectively requires more thought and preparation than simply having someone follow an experienced worker around and watch what they are doing. Coaching to develop job skills involves observing. analyzing, demonstrating, and giving feedback. It is a process of developing relationships with other members of their work team – relationships that will build the trust and respect that is the foundation of successful organizations.
On the job coaching has many benefits to both the workers and the organization. Two of the most important are:
- It will enable your team leaders and managers to direct their workers toward a shared goal that will help to achieve the organization’s strategic objectives.
- It will raise individual levels of performance, helping good workers become outstanding.
One of the crucial strategies involved in effective talent management is to define competencies (knowledge, skills and attitudes). The organization also needs to coach individuals toward that end. In other words, organizations need to define the skills needed by their people, and then provide them with the proper training so that they are performing their jobs effectively, and with a high level of competency.
It is generally agreed that one of the key roles of a team leader is to improve the effectiveness of each member of his team through development and coaching. This is not only the logical way to move each team member toward their true potential; it is also the best way to move their team toward their goal, and thus, achieve one or more of the organization’s key objectives. Without this assistance, team members would probably have a difficult time improving their skills and talents on their own.
Establishing new work behavior patterns is difficult, because it usually involves having to replace old ingrained work habits that have developed over decades of reinforcement. Some team members, left to their own devices, are just are not able to perform up to the organization’s standards – or to their potential. A leader’s help is required to motivate them to change their behavior and to realize their potential. It is easy to tell employees, or team members, that they are responsible for their own professional growth and development. But without the motivation, support, and encouragement of their leader it is often an exercise in futility
The ever increasing rate of change in business and technology means that all of us need to embrace the challenge of life-long learning. Organizations need fresh ideasto ensure their very survival. They need support in communicating with each other and with their customers and the marketplace. They need insight in resolving issues with colleagues; and they need team members that know how to cooperate, innovate, and get results in less time-often with reduced budgets
To accomplish these goals, organizations and teams within these organizations, need to put greater emphasis on skill development, and the upgrading of worker talents. In other words they need access to effective training that can be delivered when it is needed, and at the least expensive cost.