¿Cómo puedes prepararte para diferentes escenarios de liderazgo con Leadership Training?

One of the best ways to develop our strengths (and well-being), as leaders is to “walk the talk”. As an Executive Coach and Workplace Wellness specialist and certification provider, I am a big advocate of leaders demonstrating “visible permission” for employees to take care of themselves. And there is no better way for a leader or executive to do this then by them visibly caring for their own well-being (ie taking stretch breaks throughout the day, making time for a lunch break, taking their team out for a walking meeting, and clocking out at a reasonable time.)

En mis talleres uso mucho el modelo del lider resonante junto con la idea de VUCA. En un entorno altamente cambiante los equipos necesitan de sus líderes visión; también afiliación para lidiar con la incertidumbre y que pueda ser alguien que garantice la ejecución de la tarea cuando los equipos sean nuevos y que luego los coachee para que puedan aprender los criterios y adaptarse a la cultura. Esto ayuda mucho a los nuevos líderes especialmente a entender qué es lo que significa crear las condiciones para que la gente se motive.

Identify your strengths and weaknesses by reflecting on past leadership experiences and seeking feedback from peers and mentors. Assess your skills through self-evaluations or 360-degree assessments. This understanding helps tailor your leadership training to enhance strengths and address areas needing improvement.

I agree that Leadership training is one of the most important courses to assess yourself leadership potentials.I was lucky to have successfully graduatedted from R.M.A.Sandhurst.Since then I have used it's best practices and found myself at high levels of leadership.I never stop attending variety of leadership both military and civilian courses. I learnt however good you're in command and management of people.You need to concentrate on human relations communication and Negotiations best practices,your self direction is most important for finale achievements in any career you wanted to be and its outcome."learning by doing " for me.

To successfully meet the challenges of today's environment, where uncertainty is omnipresent, a leader must be prepared to accept uncertainty, change and especially the inherent emotions. Accepting a different perspective on leadership requires knowing who you and your team are, being able to convey confidence, trust, and above all an unwavering desire to learn from any mistakes. The real challenge for a leader is to first accept change and a different point of view, i.e. to think and act "outside the box".

La técnica de resolución de casos y el peer coaching son dos herramientas extraordinarias para trabajar esto de las perspectivas e invitar a los lideres a confrontar con otra forma de hacer las cosas. También las características del área. No es lo mismo escuchar lo que le pasa a los líderes de las áreas staff, las de retail, las de finanzas, etc. Cada una tiene su especificidad y su problemática y poder colaborar con otros pares desde una escucha comprometida es muy útil y ellos así lo destacan en las encuestas de satisfacción y siento que es sincero.

Prepare for leadership scenarios by embracing diverse perspectives with these strategies: Leadership Training: Gain exposure to varied viewpoints, experiences, and best practices shared by leaders, experts, and peers. Case Studies: Engage in case studies showcasing real-life situations and challenges faced by other leaders. Simulations & Role-plays: Participate in activities mimicking real-world scenarios, experimenting with different approaches and solutions. Enhance Critical Thinking: Broaden your horizons and develop critical thinking skills to solve problems and make informed decisions. By learning from diverse perspectives, evolve into a more adaptable and effective leader.

I think another type of leadership training program should focus on applying NLP tools to help leaders understand that planning, organizing, coordinating (elements of traditional management) can be seamlessly combined with encouraging the team to access inner resources (e.g. Circle of Excellence - NLP tool). To be prepared for different scenarios means that leaders always apply a mix of management with leadership, but more importantly know how to be true transformational leaders empowered by emotional intelligence.

Poder comprender al otro como un legitimo otro e intentar mirar sus conductas sin juzgar es un arte muy difícil. Hablamos de esto en los talleres porque a ellos se les pide que sean empáticos (al menos ellos sienten esa demanda) aunque muchas veces con ellos no lo son. Pero de todas maneras poder conversar acerca de lo que significa la empatía y para qué es necesario ponerse en los zapatos del otro desde el rol de liderazgo es una de las conversaciones más interesantes que se dan en los talleres de liderazgo. La empatía los desafía. Sentir empatía por aquel que tiene valores similares es un desafío: comprender; tenerles paciencia. Pero ser empático con aquel que tiene valores distintos a los suyos requiere de una verdadera transformación.

Develop your emotional intelligence by engaging in training focused on self-awareness, empathy, and emotional regulation. Practice active listening and reflection to better understand and manage your emotions and those of others. Regularly seek feedback and apply insights to improve your interactions and leadership effectiveness.

A growth mindset starts with embracing and having an open mind. If you begin with an open mindset, you are beginning the process with a leadership mindset.

It requires cultivating a mindset that is adaptable and growth-oriented. Adopting a growth mindset is a key element of effective leadership training. Recognize the contrast between a growth mindset and a fixed mindset. A fixed mindset assumes that abilities are innate and unchangeable, while a growth mindset believes in the potential for continuous improvement. Cultivate curiosity about new ideas, technologies, and methodologies. A growth-minded leader remains curious and open to exploring innovative approaches to problem-solving. By adopting a growth mindset, leaders can better prepare for various scenarios navigate challenges with resilience, and foster an environment where continuous improvement is valued and embraced by the entire team.

For application to be effective organisations must lower the learning anxieties prevalent in the culture. A sense of safety should be encouraged by the top management so that the skills can be practiced by the participants in live strategic projects with less fear. Concurrently organisations should increase the survival anxiety of participants.This ensures that the participants develop a sense of urgency, inevitability and purpose while applying these leadership skills. Lowering learning anxiety and increasing survival anxiety of the training participants ensures the effective application of the skills learned.

Practice your skills by taking on varied leadership roles or projects that challenge you. Engage in simulations, role-playing exercises, and real-world scenarios to apply what you’ve learned. Seek opportunities for hands-on experience and regularly review and refine your approach based on outcomes and feedback.

Leadership training builds a foundation of self-awareness, communication, and strategic thinking. It develops specific skills like motivation, team management and relationship building Through simulations, mentorship, and networking, you refine your skills and confidently conquer diverse leadership scenarios. Keep learning, practicing, and adapting - becoming a great leader is a continuous journey!

Develop a coaching culture, starting with the leaders receiving their own coaching. A culture of learning and growth, starting with leaders, will help team members proactively and consistently address what holds them back. Set up team workshops around coaching philosophies that are facilitative versus directive, implement coaching practices with leaders and team members, and ensure that more and more leaders and team members have access to 1:1 coaching.

Consider setting specific, measurable goals for your leadership development and tracking your progress. Seek mentorship for personalised guidance and advice. Continuously adapt your learning based on evolving challenges and industry trends. Additionally, reflect regularly on your experiences to integrate lessons learned into your leadership practice.

Increasing understanding of yourself as a person and as a leader is key. Before leading others you need to be able to lead yourself. In challenging situations we naturally have an emotional reaction. If an employee gets defensive when receiving feedback we might get frustrated. Or if a meeting goes south and you’re the least senior person in the room you might shut down. Being able to name your initial reaction to certain situations leaders need to lead through allows you to pause to decide how you want to show up, rather than acting on your initial emotions. Reflecting on this through training and coaching can help you increase the intentionality with which you lead.