LEADERSHIP
Though few would deny leadership training can significantly benefit learners, it’s easy to overlook just how transformative a successful program can be for an entire organization. By cultivating more confident and capable managers, leadership training impacts everyone, from the senior managers who oversee these learners all the way to the team members who participants will one day guide.
So why don’t more organizations invest in creating an in-house, comprehensive leadership development program? The most common response: budget. Too often, trainers assume that design, development and implementation costs put the program their organization needs beyond their reach.
The truth is, you don’t need to break the bank to create a high-impact leadership program. Training teams can take a focused approach and leverage the strengths of their organization to customize, launch and sustain a development program that fits their budget, while also fostering a dynamic leadership culture across their organization.
Understanding that this is possible—and with so much to gain—why not start your design process today?
Though your approach should be customized to meet your organization’s unique needs, the following practices gathered from successful trainers can help you draw on internal expertise to cultivate support and keep costs to a minimum.
Most trainers say they are constantly balancing a desire to innovate with the need to work within existing systems. The most successful teams are the ones that innovate through the establishment. They begin by seeking out the vision and experience of senior leadership who they then kept updated with regular communications.
By focusing on internal consultations, you’ll gain significant expertise and advice at absolutely no cost. Just as important, speaking with senior leadership early on will help you garner their support, which will afford you greater freedom to innovate as you move forward.
Finding the ideal external partner can mean the difference between success and failure, particularly when it comes to budget.
Before you start your search, assess where you could most use assistance. Are you looking for curriculum expertise, technical savvy, topic knowledge — or do you need an advisor who can help you with the big picture? Pinpointing your gaps will help you spend smart and save through efficiency. Keep in mind that you may need to work with more than one agency to gain everything you need.
Leadership programs can fail when they attempt to cover too many topics. Not only is this ineffective, it can be incredibly expensive. To avoid this, use the information gathered in Steps 1 and 2 to narrow your program to a few key skills you most want leaders to demonstrate (such as leading authentically, coaching and making tough leadership decisions). Then, instead of just reviewing these concepts at a high level, have participants apply and reinforce what they’ve learned in a fun environment.
Consider inviting senior leaders and other stakeholders from Step 1 to participate and offer advice to learners during these simulations. Again, their participation won’t impact your budget but will foster their connection to your program. Most of all, your learners will benefit enormously from the time they spend with these leaders.
Don’t focus exclusively on the aspirational side of leading and motivating teams while ignoring foundational management skills. As one trainer said, participants also want training focused on the more tactical management tasks.
How do I interview well? How do I conduct tough conversations? How do I write performance feedback? Attending to questions like these will ensure your program establishes a balance between the practical and aspirational in a way that best serves your learners.
You’ll never get another chance to make a first impression about your program to your organization. So, ensure your selection process gives you top performers who love growth and are open to being part of a pilot program. Ask senior leaders to recommend candidates. Then partner with HR to set application criteria and be sure to ask for a seat at the table when the final decisions are being made.
Once you have your first cohort in place, explain to participants that you’ll be seeking their feedback often. This will lower their expectations for perfection and help you cultivate a sense within the group that they have a stake in the success of this training. Such learners will evangelize a program when they feel like they are an important part of the build.
No matter the program or organization, it’s important to brand a new program with a meaningful vision. Having a logo, slogan and mission statement can all help drive awareness and positive associations. Invest in swag that will create tangible connections and serve as a lasting reminder of what your program delivers.
Also, share the credit. As more than one trainer has explained to me, there is no better way to generate goodwill and support. Publicly recognize your partners across the organization. Use social media to publicize good news. Take control of your story. Don’t wait for others to define the experience. The more people hear that your program is going well, the more they’ll want to be part of it.
Too often in training, there is a temptation to reinvent rather than refine, with even successful programs quickly cast aside in favor of “the new.” Not only is this incredibly costly, but it’s also counterproductive.
A lasting leadership culture requires common experiences and a shared vision that are only gained through consistency over time. Following the steps outlined here will help you get your program up and running.
The next step is to build on what you have started. Share results with decision-makers. Discuss your experience. Follow up with learners. Most of all, assess your progress and find ways to improve upon — rather than abandon — what you’ve started.
Jenn Lalli is the senior director of business development and marketing for Encompass Communications and Learning. She is a member of the LTEN PIP Advisory Council and Editorial Advisory Board, is an LTEN Ambassador and was named the 2023 Provider Member of the Year. Encompass is an LTEN Preferred Industry Partner. Email Jenn at jlalli@encompasscnl.com or connect through linkedin.com/in/jennlalli.
