MUR
Struggling with L&D
First, allow us to ask you a question: Are you providing regular training to your employees to help them build and enhance their skill set? If your answer is a yes, we have another question for you: Are you also providing training and development programs to the ones who are at the higher levels – the management?
We hope the answer is yes! But what if it’s not?
It is time for organisations to embrace the idea that the management, however experienced they might be, need to be given growth opportunities of their own, from seminars to trainings, and more. Leadership development programs are a must for every company. Your leadership should feel that they are being invested in and that there are opportunities for them to advance and grow in their career.
Let us tell you why these leadership-training programs are so critical to every business.
Leadership development programs:
- equip your employees with new skills, keeping them engaged at work and adding value to their career.
- help you and your employees understand the individual potential and ensure maximum utilisation in the best manner possible.
- help employees meet work standards and deliver results as per expectations.
- help heighten employee loyalty and productivity leading to high-quality work, as the employees feel cared for and appreciated.
- result in overall progress and advancement of the business.
Training the experienced ones, the higher authorities, is not as easy as it might seem, and sometimes the leadership development training programs do not deliver results as expected. Let us explore the various reasons behind this.
- The essence of every training program is the context, which is sometimes overlooked. Emphasising on it is important.
- Clearly defining the goals and objectives of the leadership programs.
- Inability to monitor and measure results of the training programs.
If you are able to identify similar reasons for not achieving desired results from the leadership development programs, it is time to look back and improve. So, what can you do about it?
- Start by developing simple leadership frameworks and conduct a detailed assessment for leaders at all levels.
- Encourage leaders to invest in employee engagement and development. Evaluate their performance basis their own and their team’s. This will help them, and the company, retain the best talent and develop their successors.
- Invest in the leadership team – ensure that they are well-funded and operate globally.
- Build a common leadership strategy by bringing different leadership programs together, standardising them and leveraging valuable content.
- Employ advanced tools and programs for increasing employee engagement and enhancing work culture as part of your leadership programs. Combine the competencies of the diverse company leaders to drive employee retention and commitment.
The necessity of leadership development programs is much more than what companies may realise. It is that tangible asset in which companies should invest today to reap extended benefits. Both big and small organisations need to work towards nurturing their most significant asset – their people. For this, it is essential to craft thoughtfully designed leadership development programs and implement to garner maximum benefits.
So, start now. Play the long game!
