Three ideas for improving the design of leadership training

Leadership roles can feel a little bit like heading off for an unplanned adventure. We should do what we can to make this experience a little easier on the hearts and minds of people. So, these are some of my thoughts on where to start with leadership development training.

1. Provide manager essentials education to all people leaders

You need to induct managers into their role and explain the expected standards. This provides managers with a blueprint of what the business expects and what they will navigate. You don’t need to dive deep into every skill at this stage, just the act of providing a mental roadmap will speed up the learning curve for new managers.

The lack of clarity about what it means to be a manager creates compounding problems across organisations. For example, managers are essential for successful org change, however they don’t realise the role they need to play.

When I say clarity, I mean it’s time to cut the blurry words. There are standards organisations expect of managers, so sometimes it’s up to savvy instructional designers to help organisations define them – but we need to be specific! Instead of have regular coaching conversations, a clearer standard would be…

… prioritise coaching by booking a one-to-one with each of your employees, each week for a duration of 60 minutes. During the conversation ask at least three coaching questions… .

If you tell managers that’s what you expect (and then you train it and measure it) you’re on the way to a good leadership program.

2. Identify which leadership areas are causing the most pain for the business

I find when people talk about leadership training, they are referring to a great many skills. Generally, they are speaking to a mix of skills across people management, operations management and personal effectiveness. The desired outcome often the same – build capability to drive results through people and systems.

By examining your audience and the needs of the business you can pin point the content and learning experiences your people need. So, once you’ve delivered your manager essentials program, you can build on it will meaningful initiatives.

3. Think about the blend

The best leadership program or training I’ve participated in … was my Restaurant Manager program (RLP) back almost 15 years ago with McDonalds Australia. It wins for me because it was a well integrated program making me an effective leader for the job I needed to do.

The program comprised of completing a folder of activities, case studies, reflections, content and work integrated projects. I was provided with specific coaching sessions with my operations manager on specific topics. The workshops were practical and immersive and when I returned I had to implement an action plan.

I had a number of competency sign offs as I went and my workbook and progress was marked and assessed as I went, if I wasn’t getting a concept, I knew straight away. I had a great trainer.

One topic was on the stages of team development. I had to learn this concept, explore a case study on it, build a bench plan for my store, assess the culture of the team and then action plan to improve the team dynamic. It made that skill stick like glue!

I’ve been to some wonderful leadership talks, residential and multi-day programs. They were useful, inspiring and I learned a few things – but when I think about a full integrated experience, RLP is what I think of. So, when we’re designing for leadership, consider how we’re making it practical and real every step of the way.

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Leadership development is amazing because it’s a sweet spot of people management, business operations and personal effectiveness. It’s skills for life! When we deliver great leadership programs we make people great leaders at work and in life!