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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Leadership

Developing Versatile Leadership

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How should leadership be? Should a leader supervise too less or too little? Is there a measure for how much she should get involved in the subordinates’ work? Well, there is no single answer to questions such as these, because it is impossible to generalize. Each situation and each individual is unique and different. Leadership is not some kind of assembly line production of standard hand-me-downs.

So, leadership is said to be mature, and will eventually become effective when it succeeds in realizing how to use the right approach for handling each person. This is the real hallmark of sound leadership, and it takes good talent, practice and experience to cultivate it.

Never a one-size-fits-all quality

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Leadership is never a standard set of general processes and methods. It should tailor itself to different situations and individuals to help employees become what they can be. This is the best measure of success of leadership, because it should mentor people and help them reach their true potential by helping them identify and utilize their strengths and underplaying their weaknesses. This calls for instilling versatility at leadership.

The interesting ways by which leaders can become versatile to suit the different situations they face in their profession will be taught by TrainHR, a leading provider of professional trainings for the HR industry.

 

Please log on to TrainHR to know more about this topic. its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.

How much or how less?

Leadership is often a curious mix of what lies between too little and too much. Historically, leadership has handed down lessons without stopping to analyze its effects. If the present generation needs to overcome the drawbacks associated with this method, versatile leadership is the antidote.

We will show how versatile leadership is actually quite simple. He will explain a set of tools, which when implemented, can go a long way in helping the participants gain the right balance between what is too much and what is too little. The key is to use the right approach with the right person in the appropriate situation.

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The tools imparted at this session can be put to use in a wide variety of situations. The expert at this session will start by examining one’s own preferred leadership style and demonstrate the consequences of overusing one style and neglecting others. We will then go on to explain the relationship between the employee and the situation to show how it should influence the leadership approach. Once this model is envisaged, it will help to apply it to a number of real-life situations. The outcome of this approach is an appropriately supervised, competent employee.

We will cover the following areas:

  • The history of studying leadership
  • A look at Millennials
  • What makes an effective leader – various perspectives
  • Data from 360° feedback
  • The versatile leadership models
  • The relationship between situation and leadership
  • Finding the right tool
  • What to do if results aren’t up to par
  • Practice situation.

Professionals in positions in organizations that require leadership skills or interact with leaders, will benefit a lot from this session. These include HR Generalists, HR Managers, Supervisors and Managers, Team Leaders, Line Managers, and Business Owners.

 

Like to know more about Important of Versatile Leadership? CLICK HERE

hr best practices, hr policies, Human Resources Training

How to Move from an Operational Manager to a Strategic Leader?

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It bears no emphasis or repetition that managers are of crucial importance to organizations. It is they who run the organization and take it to its desired destination. Managers do the core organizational work in the organization, taking decisions and doing all the things that have a profound impact on it.

Yet, there is a difference between the manager who carries out operational work to run the organization and the leader, who visualizes and strategizes the organization’s future and helps it reach there. While the work of the manager is very important; the role of the leader is undisputable. Leaders are the beacon lights of the organization who show the way that it must take.

Managers can imbibe leadership skills

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Managers can become leaders, too. With the right orientation and training, it is possible for them to transition from being operational managers who run the daily show to effective leaders who develop a vision for the organization and take it to this destination. Managers need to move out of their operational mind-set to and cultivate the leadership outlook, which empowers them to anticipate, initiate and manage change for ensuring that the organization attains the highest levels of competitiveness. This requires them to redefine and refocus their thinking from time to time. It requires them to share their ideal with the team, motivate it, and take the team members along the growth path.

Want to gain the sharp insights needed to make this important transition? TrainHR, a leading provider of professional trainings for HR professionals, will impart the learning needed to make this transition at a webinar that it is organizing. Chris DeVany, the founder and president of Pinnacle Performance Improvement Worldwide, a firm which focuses on management and organization development, who has published numerous articles in the fields of surviving mergers and acquisitions, surviving change, project management, management, sales, team-building, leadership, ethics, customer service, diversity and work-life balance, in publications ranging from ASTD/Performance In Practice to Customer Service Management, will be the speaker at this webinar.

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.

Moving from being good managers to great managers

The focus of this webinar is to help participants move from being good managers to becoming great managers. It is for managers who want to raise their competitive edge by anticipating their customers’ priorities, needs and expectations. This webinar is designed for managers who want to grow to a level where they will be able to differentiate between operational and strategic data.

Chris will help managers broaden their perspective, instill a sense of flexibility without compromising quality, and increase their respective department’s value to the organization. Managers that want to creatively develop sources of information and increase their staffs’ flexibility and responsiveness will find this webinar very useful.

The learning imparted at this webinar will help managers accomplish several objectives. They will be able to:

  • Inspire and direct their team to greater readiness and competitiveness
  • Add value to their organization by understanding the needs of your customers
  • Anticipate, create and encourage change
  • Spot opportunities for successful strategic alliances
  • Become an innovative, visionary leader
  • Establish a strategic culture
  • Identify the strengths and weaknesses in their work unit
  • Keep their unit moving forward
  • Take risks with confidence.

This webinar is aimed at managerial professionals who hold important positions in their organizations and oversee strategic decisions. These include CEO’s, Senior Vice Presidents, Vice Presidents, Executive Directors, Managing Directors, Regional Vice Presidents, Area Supervisors, and Managers.

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.

hr best practices, Human Resources Training

The Endless “Born or Made” Debate about Leadership

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Leadership, as we all know well, is the biggest factor in an organization. It is the most significant ingredient in an organization’s success or failure. An organization is known by its leadership ability, just as a nation, too, is known by it. Some organizations, like nations, have shown exemplary leadership at times of crisis to steer the team out of trouble. Many leaders have gone down in history for taking momentous decisions.

While there is no doubt about the role and importance of leadership to an organization; the big debate in management, psychology, social, academic and many other circles is this: Is leadership born, or is it made? The starting point of this debate is almost impossible to ascertain. It is perhaps as old as leadership itself. It is not likely to end till as long as the human race continues to produce leaders, analysts, debaters and academicians!

Subjective and difficult to determine

While the topic of whether leadership is innate or inculcated is one of the highly dividing and polarizing debates that we can get to see; it is interesting to see that the distinguishing lines are often blurred. It is not always possible to arrive at black and white answers to a grey question such as this. There is no outright winner in a debate on a topic of this nature.

While people who argue that leaders are born are forthright in their assertion about their thinking and back their viewpoint with examples, statistics and the like; the other side of the camp is equally convinced about its own perspective, being equally strong in its articulation that leaders can be made.

Get a fresh perspective on the topic

Want to take the debate farther and try to understand the interplay between natural and imbibed leadership abilities, or what one may consider the debate between nature and nurture? An interesting and highly perceptive, entertaining learning session from TrainHR, a leading provider of professional trainings for the HR industry, will bring forth many aspects of this debate.

Harold P. Brull, a licensed psychologist and has taught industrial/organizational psychology at the undergraduate and graduate levels for 17 years and served as Senior Vice-President of Personnel Decisions International (PDI), now Korn Ferry Leadership Consulting, for 36 years, during which he has designed selection processes and systems for over 1,000 organizations ranging from ford Motor Company to the Peace Corps; will be the speaker at this webinar.

Want to understand the perspectives on the born vs. made leadership that this senior leadership professional brings? Then, please attend this webinar, to do which all that is needed is logging on to 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 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).

Discussion of the elements of leadership

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It is just that some people slide into leadership roles much more easily and naturally than many others. It is not that the others cannot do the same, but it is just that they are not at as much ease in doing this. This is the triggering point of the debate about whether leadership is born or made. Why or how is it that some people get it more naturally and more easily than many others, despite starting at the same point and despite being of the same sociocultural, economic or educational background?

At this webinar, Harold will give participants an increased understanding of what constitutes effective leadership and what others expect of those they follow. He will examine how organizations develop their leaders in order to compete successfully in the global marketplace. This webinar will examine leadership from a variety of perspectives, focusing on how leadership has been studied and how organizations have attempted to develop leadership talent.

This session is of high utility to anyone who aspires to leadership position, anyone who wants to understand themselves and their bosses better, anyone wanting to understand how nature and nurture interact in terms of leadership, and anyone interested in developing their own leadership skills.

Harold will cover the following areas at this webinar:

  • Why Leadership Matters
  • The History of Identifying Leaders
  • The Interplay between Nature and Nurture
  • The Distinction between Leadership and Management
  • What Matters to Followers
  • How Organizations view Leadership
  • Research on Leadership Effectiveness
  • What’s needed for tomorrow’s world?