Challenges of Leadership, Human Resources Training, Leadership, leadership and management

How to Bring More Self Mastery into Your Leadership Skills?

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One of the ultimate benchmarks of leadership is when it has no followers. Surprised? Ironical as it might sound, this is the true indices of leadership success. Leadership is said to succeed best when the people it produces do things on their own, without having to depend on others, and without having to have a boss to tell them what to do. If the mentee a leader has mentored doesn’t come back to the mentor for things, then, it is a positive sign that the leadership training has been successful.

This is one of the strange paradoxes, and on often overlooked aspect of sound leadership. Who can be a better leader than the one who is self-disciplined, self-driven, and self-motivated? This is the highest objective any leadership training should hope to achieve.

The best criterion for leadership training

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If leadership training throws up a crop of leaders that don’t need handholding, do not need an overseeing authority to tell them what to do, how and when, and if leadership training has turned out leaders who are emotionally intelligent, love challenges and have a thorough sense of purpose and direction, there can be no better indicator of its efficacy.

key leadership traits

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key leadership traits that leaders need to imbibe to become self-controlled and self-directed. This skill is very important to take on leadership roles in the next few years, which is set to undergo major challenges with the waves of technology and other effects sweeping it.

TrainHR will give you more knowledge about the following areas:

  • The definition of self leadership and it’s relevancy to you personally and professionally
  • Learn how to bring more self-mastery into your leadership skills
  • Examine 8 simple yet powerful principles to master self-leadership
  • How to apply the principals to make the difference you want to achieve
  • Steps to improving self-leadership once you have tried it for a while.

 

 

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Human Resources Training, leadership and management, Leadership Development Trainings Program, leadership training

Developing Executive Leadership is an Art that can be Cultivated

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Executive leadership is of great importance in any organization. This is because executive work is about implementing the organization’s goals and carrying out day-to-day activities in achieving these. Any organization that has to consolidate its position in the market has to inculcate executive leadership. Developing executive leadership is among the prime goals for any organization.

It is true that leadership comes to some people more naturally and effortlessly than to others. But developing executive leadership does not have to be so. One can acquire these talents over time and with practice and the right honing.

Some of the ways by which an organization can take steps towards developing executive leadership:

Cultivating the ability to understand the team’s abilities

For organizations that need to develop executive leadership, they need to have a clear grasp of the team’s strengths and weaknesses. This is the key to developing executive leadership, because this knowledge is what helps the leadership get the best out of the organization’s employees.

Communication is all important

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Communication is the cornerstone to the development of executive leadership skills. A large part of the work that needs to be done by the organization’s teams needs to be communicated properly and effectively. For this to happen, the organization’s executive leadership needs to be clear about what the organization’s goals are, and how these need to be conveyed to the team.

Pay attention to the team’s needs

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Executive leadership development cannot come about when there are disgruntled elements in the team that has to perform the organization’s executive functions. If the team has to function as one unit that is aligned with the business and the organization’s vision, its members have to be pepped up and proud about what they are doing. This can be brought about only when an organization is strong at developing executive leadership.

Mentoring is an important element of executive leadership

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Strong mentoring that shows integrity and purpose goes a long way in developing executive leadership in the organization. The leaders have to set the example by being efficient, they need to instill confidence and purpose in the team, which is when the organization’s executive leadership matures into a formidable one.

Challenges of Leadership, Human Resources Training, leadership and management, Leadership Development Trainings Program, leadership training, leadership vs. management training

The Challenge of Leadership is Very Varied

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It is a given that leadership is indispensable for organizations. Why? Because it is leadership that takes the organization to its intended, charted out destination. Since it is leadership that is the organization’s anchor; it is but natural that leadership faces challenges. The challenge associated with leadership is so inherent within it that it is right to say that if the challenge of leadership did not exist; there would be no need for leadership at all.

The major challenges of leadership

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First of all, it needs to be understood that the challenge of leadership is not something to be wary of. Challenge of leadership should not be taken to mean difficulty. Leadership views challenges as the exact opposite: As an opportunity to show its abilities and improve on them.

The challenge of leadership presents itself in a myriad ways and is unique to each organization, its business and its culture. Having said this; we can list out a few major leadership challenges that are common across organizations and other entities.

The first challenge of leadership: Inspiring others

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The number one challenge of leadership is looking ahead and assessing the big picture for the business, and more importantly, being able to take the whole team along towards achieving the charted goal of the organization. Being motivated by oneself is one thing, but having the ability to instill the same passion is another, and is the biggest challenge of leadership. Once this challenge of leadership is fulfilled, the organization becomes a highly motivated and eager one, in which everyone is filled with the desire to take the organization forward towards its goals.

The best example that comes to mind is that of the idea of America. If the US is a world leader today in all the areas that matter, it is because the spirit of freedom and the desire to excel and stand out from the crowd by doing things differently did not die with the Founding Fathers. It got deeply etched in the minds of nearly every American down the ages. This is a prime example of how the challenges of leadership have inspired generations.

Other characteristics of challenges of leadership

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While the point listed above can be considered the ideal example of meeting the challenges of leadership; there are others, such as:

  • Showing grace in victory
  • Being humble in the face of failure
  • Being honest to one’s own fault
  • Being receptive to the team’s concerns and difficulties
  • Taking constructive criticism in one’s stride
  • Making the team participative in the organization’s growth
  • Not losing focus of the organization’s growth path.
Challenges of Leadership, Human Resources Training, leadership and management, leadership vs. management training

Effective Business Leadership Strategies involve Grooming Leadership

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For a business organization to grow beyond the mundane, building solid business leadership strategies is an imperative. These are more important than anything else in the organization, because it is these business leadership strategies that build organizations more than anything else. Good business leadership strategies involve having the ability to look ahead and anticipate change and convert challenges into opportunities and learning from its mistakes.

Sound business and leadership strategies are intertwined with each other

At the core of business leadership strategies lies the issue of the inseparability of leadership and business from each other. A process-oriented organization chooses to build business leadership strategies that include the CEO and make him or her the pivot, but by no means the only decision maker in the organization. In other words, the organization that implements business leadership strategies affords importance to the CEO, but considers her the first among equals.

Such an organization grows because even while it leaves critical decision-making to the CEO, it also makes it a point to build a backup leadership team that gets groomed even while the CEO is at the helm. This is one of the secrets of successful organizations. Most organizations think of disaster recovery and business continuity from the financial, infrastructural or other physical aspects, but an organization that implements sound business leadership strategies thinks of having a layered central leadership in which no void or vacuum is ever created.

Good business leadership strategies recognize talent

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An organization that adapts business leadership strategies goes out of its way to recognize talent in its people. Of course, it is talent that brings people into the organization in the first place, but spotting and exploiting organization in the employee once she is in, is a different thing. Once into the organization, the employee must be free to express her abilities and show the organization how well she can expand her horizons. An organization that is too focused on its own narrow ends misses out on such latent leadership abilities in its employees, who are bound to leave sooner or later for greener pastures. Organizations that have business leadership strategies make it a point to develop these leaderships at various levels.

Organizations need to keep updating business leadership strategies

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This is another extremely important aspect that many organizations either overlook or refuse to accept. When business strategies keep changing ever so often, why should companies be stuck in their old school thought about leadership changes? All organizations need to keep changing and updating their business leadership strategies, aligning them to changing business needs if they have to stay ahead of the curve. In simple terms, the organization that understands the importance of business leadership strategies looks at the strategic or long run elements, rather than looking for tactical plans.

change management, hr best practices, Human Resources Training, leadership and management, leadership vs. management training

Change Management is an Indispensable Ingredient of Growth

Change Management on the Cogwheels.

No organization that aims at progress can remain unchanged. Change is the quintessential quality for growth and development, and hence has to be ushered in very judiciously.

One of the best-known, best-accepted axioms of management says that the only constant in business is change. This means that change inheres into a business, is inevitable to it, and that if organizations have to remain competitive, they have to embrace change.

Understanding Change Management

We need to start by getting a grasp of some characteristics of change management:
  • Change management can be understood to mean voluntarily putting in place systems and processes that help the organization transition to a desired set of outcomes
  • Change is a planned process that is carried out across the board and its benefits need to be conveyed to the employees across all levels
  • Organizations can bungle with change management initiatives if they lack foresight and planning
  • Anticipating the kind of change it needs to undergo and not changing when it is thrust upon it is the hallmark of a successful organization
  • Conversely, it goes without saying that that organizations that are reluctant to accept change flounder.

Conditions Necessary for Change Management to Become Successful

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hr best practices, hr management training, hr policies, Human Resources Training, leadership and management

Habits can Build a Dream, Elite Team

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The ultimate aim of an organization has to be to build a dream team that can synchronize, coordinate and communicate with the confidence and aplomb of elite SEAL teams of the US navy, which are known for these qualities. This certainly is not wishful thinking. Corporate teams that go on to become this can indeed be built.

It takes time, effort, practice and perseverance to do it. Elite teams are a dream objective of any organization, but building and achieving such a team is by no means a dream. With all the qualities mentioned above, it is possible to mold a team to elite levels. It takes time, repetition and expert coaching and execution to do so.

Elite at all levels

An organization that does this is an elite employer, because the employer who coaches a team to such levels finds the task of having built such a team for the organization extremely rewarding and satisfying. Coaches and motivational gurus find nothing more valuable gratifying than in building another person by giving that person sincere, caring, thoughtful and accountable one on one time.

On the other hand, the team or individual that is raised to that level by persistent coaching feels that the effort has been worth the while, because the effort has helped the employee raise the bar of performance.

The result is that the organization is a valued one, which everyone likes to be a part of. It becomes known for its ability to leverage the talent of its employees through effective coaching and make them better professionals and employees.

Learn the ways of building an elite team

The ways of doing this important exercise of building elite teams will be taught at a webinar that is being organized by TrainHR, a leading provider of professional trainings for the human resources industry. At this webinar, David Rohlander, author of Amazon-bestselling book, The CEO Code and Idiot’s Guides: Management Skills, published by Alpha Books/Penguin in November 2014, will be the speaker.

In order to gain the benefit of this valuable learning session, please visit TrainHR

to enroll for this webinar and start implementing this important learning into your organization so that it has elite teams in its ranks.

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Contents of the learning session

Building and nurturing an elite team is a kind of step-by-step process that builds over time. It requires proper focus and channelization of talents and energies. It starts with inculcating a valuable and useful habit that will transform every person the coach directly works with. David will show how this can be done.

In time this habit will pervade the whole organization. As a result, communication will improve, and each member of the team will define the clarity of purpose. This will lead to dynamic results that will translate to an improved bottom line. The skills necessary for building and using this habit will be demonstrated at this webinar.

Breaking down the elements for effective implementation

This learning will lead participants to gradually enhance their ability and impact by constant practice. Since quality communication skills are a prerequisite for effective team building, David will break down each element to smaller pieces so the team is able to quickly implement this learning.

The habit that David will bring about among the participants is already being used by successful companies and has differentiated them from their competition. Participants of this webinar too, will have the chance to learn this habit and become unique in their settings, be it their industry or peer group. This will equip them with the ability to stay ahead of any kind of competition. It is all about the power of unlocking the potential of the organization’s people.

David will cover the following areas at this webinar:

  • Deliberate and Planned Appointment Setting, one on one
  • Having an Agenda that Matters
  • Exhibiting and Practicing TRUER Communication
  • The Art of Asking Questions
  • Reading Between the Lines and Hearing what’s not being said
  • Record Keeping, Responsibility, Accountability and Initiative
  • Feedback, 360s and Performance Metrics, Charts & Graphs
  • Organizational Culture, Values and the big Picture
  • Measuring Results and Training the Trainer
  • Let’s look at how to Form a habit. Why bother?

This webinar will be of very high value to anyone who wants to become part of or build an elite team, such as CEO, Vice President, President, Manager, Supervisor, and any high potential employee who is interested in self-improvement.

Challenges of Leadership, Human Resources Training, leadership and management, Leadership Development Trainings Program, leadership training, leadership vs. management training

Succession Planning is Important. It is more Important to get it Right.

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Among the many epithets that have been part of organizational lore is that invaluable one from Peter Drucker, of change being the only constant. We heard this adage decades back, but it is worth repeating many times over, because the truth behind this dictum is not likely to change.

When organizations know that change is a certainty about any aspect of their business; it makes sense to keep in mind that leadership is also going to change with time. No matter how strong leadership is, and no matter how great the results it has provided are; it is always important for organizations to understand the simple truth that leadership also has to change.

Organizations that pass leadership from one generation to the next without much pain are highly successful. Such organizations realize that change is certain, and the smoother the leadership transition happens, the better. Succession planning is likely to become successful when the organization is able to identify leadership for the next generation even while the present one is in full bloom.

Succession that is forced is never going to succeed

Successful organizations don’t wait for a disaster to happen to bring about succession planning. They don’t wait for something as important as a resignation from a top leader for the next person to fill her slot. They also don’t wait for a technological or other disruption to force change in leadership, where the current crop of leadership may not be able to comprehend the new wave, prompting the next generation to take over. This in fact, is not succession planning; it is just crisis management.

The essence of successful succession planning is for it to happen willingly, without being forced. The truth that successful organizations change because they want to, and not because they have to, holds perfectly valid for leadership succession.

Successful organizations devise ways to identify the right persons to take up leadership positions in the future. The leadership potential is identified quite early on in the tenure of the future leader. In this sense, leadership planning is not something that happens all of a sudden. Ideally, the emerging leader should be exposed to the realities of the future role in a phased and realistic manner. It could take years for this to happen. When done professionally, neatly and thoroughly; the new leadership should slip into the new position painlessly. Or else, the person in the new role is all at sea in adapting to the new position, and by the time she starts to actually perform as the organization’s new leader; considerable time is lost.

Learn the elements of succession planning

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Want to understand the ways by which to put a proper succession plan in place? Want to know what kind of best practices your organization can adapt to make your succession plan an effective one? A webinar from TrainHR, a leading provider of professional trainings for all the areas of human resources, has the answers. At this webinar, which will have Marcia Zidle, CEO of Leaders At All Levels as the speaker; a complete understanding of how to understand succession planning and the ways to prepare for it will be given. To get a complete understanding of this topic, please enroll for this webinar by visiting TrainHR.  Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

This activity has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Making succession painless

This webinar will offer a complete grasp of the ways by which to make succession planning a smooth affair. Marcia will impart best practices that go into this. She will discuss the core areas of succession planning, such as how to identify potential leaders who can assume greater responsibility in the organization, the variety and impact of various development experiences on those that can move into key roles, and how to engage the leadership in supporting the development of high-potential leaders.

In this very absorbing session, which will be of high importance and value to personnel in very important positions in the organization, such as CEO’s, COO’s, VP of Human Resources, Chief Learning Officer, Directors, Project Managers, Operation Managers and Supervisors, Team Leaders, and Human Resources Professionals; Marcia will cover the following areas:

  • Discover the Seven Deadly Sins of Succession Planning: What not to do
  • Examine the Pros and Cons of Insiders vs Outsiders to fill specific positions: Which is better?
  • Understand the 70-20-10 rule for Developing your Future Leaders: What it is and how to use it
  • Identify the 10 best Practices that High Performing organizations use for grooming outstanding leaders
  • Review the 5 steps that must be followed to build a culture that supports development from the top down
  • Utilize the Center for Creative Leadership’s 3 key elements for successful leadership development Assessment – Challenge -Support
  • Recognize a variety of learning and on the job opportunities for professionals and managers and how to implement them for ongoing leadership development.