How do you make cross-functional team leadership training engaging?

Before setting the learning objective, define a shared big goal for the cross-functional team. Give them something to rally around. Doing so, helps them understand why they are. A shared goal brings the team together. Challenge that team to solve the problem and let them know that the training is your way of supporting them through the that challenge. Incentives can be helpful as well. Do a cross-functional team happy hour.

It's a good strategy to establish your success measures in conjunction within your objectives. How will you know if your objectives were met? Through good measurement practices.

It's also very important to give the different departments the opportunity to weigh in, this creates buy in from the team. When you focus on the concerns and areas of interest within the departments, that are top of mind and interest to them, there will be far greater participation in those trainings. It creates emotional and intellectual investment. That doesn't mean as a leader you don't train on topics or areas that you see need to be addressed or are critical to the development of the teams. It simply means that people, when given to the opportunity to feel a part and not just play a part, will always contribute more, invest more, and want to stay more.

To make cross-functional team leadership training engaging, incorporate interactive elements like role-playing and simulation exercises that reflect real-world scenarios. Use gamification to introduce friendly competition and rewards for achieving milestones. Facilitate workshops with diverse perspectives, encouraging team members to share their expertise and collaborate on solving complex problems. Leverage multimedia tools like videos and infographics to illustrate key concepts, and include breakout sessions for smaller group discussions. Finally, gather feedback regularly to adapt the training to the team’s evolving needs and keep it relevant. This blend of interactivity and adaptability keeps participants invested and energized.

One of the more effective styles I've used, that applies directly here, is to - in person - have the learners BE a cross functional team solving the problem of creating effective cross functional teams. The facilitator can guide them through the process of solving/learning.

One of the most successful trainings I’ve seen applied is to leverage peer training. Have team members, at all levels, present on a skill or expertise they have. This not only invests in the development of those who present/teach, but creates deeper connection across teams. Additionally, as teams complete projects (successfully or failures) do a team or better yet, an organization wide retrospective presentation so everyone learns from the experience , not just the direct project team.

One thing I find helpful is to define success metrics that can be qualified and quantified to substantiate Return on Investment.

In the realm of cross-functional team leadership, making training engaging is crucial. My approach? Celebrate learning milestones. This not just amplifies motivation but also cements new skills. After leading a complex project, sharing the success with the team, acknowledging individual contributions, and even indulging in a team celebration, not only uplifts spirits but also reinforces the value of learning. It turns the arduous journey of acquiring leadership skills into a memorable adventure, setting the stage for continuous growth and setting higher benchmarks. This practice has not only enriched my leadership journey but also fostered a culture of recognition and ambition in the teams I've guided.