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Learning leadership is an ongoing and dynamic process that involves a combination of self-reflection, education, and practical experience. Here's a comprehensive guide to help you learn and develop your leadership skills: 1. Self-Reflection: Identify Your Values: Understand your core values and principles. What matters most to you? This forms the foundation of your leadership style. Strengths and Weaknesses: Assess your strengths and weaknesses. Knowing your areas for improvement is crucial for personal and professional growth. 2. Educational Resources: Read Leadership Books: Start with classic leadership books like "Leadership and Self-Deception" by The Arbinger Institute or "Leaders Eat Last" by Simon Sinek. Online Courses: Platforms like Coursera, LinkedIn Learning, and Harvard Business Review offer courses on leadership and management skills. Podcasts and Ted Talks: Listen to leadership-focused podcasts and TED Talks to gain insights from experienced leaders. 3. Mentorship and Networking: Find a Mentor: Seek guidance from experienced leaders in your industry. A mentor can provide valuable advice and share their experiences. Networking: Attend industry events, webinars, and conferences to connect with other professionals. 4. Practical Experience: Take on Leadership Roles: Volunteer for leadership opportunities within your current job or community. This could include leading a project, heading a team, or organizing events. Learn from Failures 5. Communication Skills: Effective Communication: Practice clear and concise communication. Leaders need to articulate their vision, goals, and expectations to inspire and motivate their team. Active Listening: Develop active listening skills. Understanding your team members' perspectives fosters a positive and collaborative work environment. 6. Emotional Intelligence: Self-Awareness: Understand your emotions and how they impact your decision-making and interactions. Empathy: Cultivate empathy to connect with and understand the emotions of your team members. 7. Continuous Improvement: Feedback: Seek feedback from colleagues, peers, and team members. Constructive criticism is essential for personal and professional growth. Adaptability: Be open to change and continuously seek opportunities for improvement 8. Inspiration and Motivation: Lead by Example: Demonstrate the values and behaviors you expect from your team. Recognition and Appreciation: Acknowledge and appreciate the efforts of your team members. Recognition boosts morale and motivation. 9. Ethical Leadership: Integrity: Uphold a strong sense of integrity and ethics. Trust is foundational to effective leadership. Remember, leadership is a journey, not a destination. Continuously invest time and effort into your development, and be patient with yourself as you grow as a leader. Leadership skills evolve over time through a combination of learning, practice, and reflection.

How do you develop a leadership development program? Developing a leadership development program involves several key steps. Here's a general outline of the process: 1. Identify organizational needs: Understand the specific leadership competencies required for your organization's success. Consider your company's strategic objectives, future goals, and any skill gaps that need to be addressed. 2. Design the program structure: Create a comprehensive plan for your leadership development program. Consider the program duration, delivery methods (e.g., workshops, online courses, mentoring), resources required, and the overall curriculum. Ensure the program covers essential leadership topics such as communication, strategic thinking, decision-making, and team building. 3. Determine program components: Break down the program into specific modules or components that address different leadership competencies. Each module can focus on a particular skill or area of development. Consider incorporating a mix of theoretical knowledge, experiential learning activities, case studies, and real-world projects. 4. Select appropriate learning methods: Choose the most effective learning methods to deliver your program. This can include classroom-style training, e-learning platforms, mentoring or coaching sessions, on-the-job training, simulations, or workshops. Use a blend of approaches to cater to different learning styles and preferences. 5. Identify program faculty or facilitators: Determine who will deliver the leadership development program. Consider internal experts, external trainers, experienced leaders within the organization, or a combination thereof. Ensure facilitators have the necessary expertise and can effectively communicate and engage with participants. 6. Create assessment and feedback mechanisms: Incorporate evaluation methods to measure the effectiveness of the program and track participants' progress. Use pre- and post-assessments, 360-degree feedback, self-assessments, and performance evaluations. Provide constructive feedback to participants and help them identify areas for improvement. 7. Support continuous learning: Encourage ongoing development by providing resources such as recommended reading materials, access to leadership development networks or communities, and opportunities for further training or certifications. Foster a culture of continuous learning and growth within the organization. 8. Evaluate and refine the program: Regularly review and evaluate the effectiveness of your leadership development program. Analyze participant feedback, track performance improvements, and assess the program's impact on the leadership pipeline and organizational outcomes. Make necessary adjustments and refinements to enhance the program's efficacy. For any doubt or clarification free to call us 7073111630 Or You can buy the course from the direct link also

"Leadership is all about influencing and changing behavior." Have you ever wondered why someone you led or mentored did something or thought about something in a way that you felt was not effective for the mission at hand? We continue our contemplation linking leadership with emotional intelligence with science, research, and innovation that began earlier this month. This week, we're looking at how priorities among leadership skills have changed and a definition of emotional intelligence. The rankings of 18 leadership skills changed more drastically in 2023 compared with the previous six years, according to the 2023 survey report entitled Leadership Development in the Age of Disruption, Wilson Learning - a US-based leadership & development support company with a global reach. The 2023 survey responses came from over 2,200 employees, with 55% in Management positions and 63% in the USA. The top two are still the top two, though there was significant shuffling for others: "Coaching/Developing Others" ranked first and "Communication skills" ranked second every year except in 2018, when they switched places. Rising the most since the previous survey were "Change leadership", which moved from 9th to 6th, and "Moving others", which moved from 12th to 10th. Michelle Ellis, blogger and leader at Intellum, an E-learning provider, observed that the top 10 skills in the report by Wilson Learning are focused on behavior change, and to be effective at this, leaders need to tune into why people behave a certain way AND then find out what they can do to influence a behavior change. The first place to start is with ourselves, and self-awareness is the first cornerstone of emotional intelligence, and what is emotional intelligence? "Emotional intelligence is [our] ability to recognize and understand emotions in [ourselves] and others, and [our] ability to use this awareness to manage your behavior and relationships." Have a look at her blog below, where she integrates insights and frameworks from research and business reviews in very readable ways, as well as the report by Wilson Learning below. Not ready to read more? How about some food for thought questions: 1) What is a behavior that is common for you that you would like to be different? 2) What makes it important for you to change it? 3) If you were to find someone to help you with that, what behaviors of theirs might help you move forward with the change you want to make? 4) Having contemplated about yourself, what might be your next approach when you are leading someone else in changing a behavior? https://lnkd.in/g85pK6ed https://lnkd.in/gf_42UrN #leadershipskills #behaviorchange #coachingskills #emotionalintelligence #innovation #scienceandtechnology #selfawareness

🌟Why Every People Leader Should Have Training Experience Before Stepping into Management🌟 As a passionate advocate for effective leadership, I've observed a crucial, often overlooked, aspect of becoming an exceptional manager: the experience of training others. Here's why this experience is indispensable for every aspiring people leader: 1. Empathy Development: Training others isn't just about imparting knowledge; it's about understanding individual learning styles and challenges. This process fosters deep empathy, a key attribute every manager must possess to lead effectively. - Action: Mentor new team members to understand diverse perspectives. - Impact: Deepens empathy, allowing you to support and lead your team more effectively. 2. Communication Skills: A trainer must articulate concepts clearly and persuasively, skills directly transferable to management. These communication abilities are vital for delivering feedback, setting expectations, and inspiring a team. - Action: Lead workshops and seek feedback on your communication style. - Impact: Sharpens your ability to clearly articulate ideas and expectations, a cornerstone of strong leadership. 3. Patience and Adaptability: Training is a test of patience and adaptability, helping future managers learn to handle diverse personalities and unexpected situations with grace and flexibility. - Action: Teach skills outside your comfort zone in cross-functional settings. - Impact: Improves flexibility and adaptability, essential traits for navigating leadership challenges. 4. Feedback Loop Mastery: An effective trainer thrives on feedback - both giving and receiving it. This experience is critical in management, where ongoing feedback is the cornerstone of team development and performance. - Action: Implement regular feedback sessions post-training. - Impact: Develops a robust approach to giving and receiving feedback, fostering team growth and improvement. 5. Leadership by Example: Trainers lead by example, a practice that's at the heart of authentic leadership. This role models the attitude and work ethic expected from the team. - Action: Consistently apply the skills and values you teach. - Impact: Sets a powerful example of accountability and excellence for your team. Training others isn't just about sharing knowledge; it's a transformative experience that equips future leaders with empathy, communication prowess, adaptability, and an exemplary leadership ethos. These skills are the bedrock of effective management and the key to unlocking the full potential of any team. Let's embrace this journey with enthusiasm and commitment. The path to leadership excellence is paved with continuous learning and growth! #LeadershipDevelopment #ManagementSkills #TrainingExperience #TrainingTuesday

Soft skills are important in any stage of life - from the classroom to the boardroom. While we mostly work with schools, our app also helps executives learn the skills they need to become better leaders. Check out this article to learn more about how we can help your team improve their performance, productivity, and team dynamics: https://lnkd.in/gZH68_4Z #jakapa #softskillstraining #edtech #education #softskills

Do you have a MENTORSHIP Program at your office? I recently helped build and implement a Mentorship Program for a large company that recognized the need. They have leadership training, a strong sponsorship program, but felt there was a missing role -- a role where organizational leaders can help guide and support employees who are looking to grow in both their skills but also in strategic personal and career development. Mentors can be one of the safest and trusting relationship in a company -- while at the same time providing invaluable insight as they tell their story of all they've experienced in their journey. Mentee's who have someone in an organization that they can trust -- who is NOT tied to compensation -- can be one of the greatest sources of support. The problem, however, is when leaders play multiple roles - it can quickly lead to burnout. Having a quick ROLE CLARITY check-up can be good for leaders to know how to best support their teams. Here is a quick breakdown of these necessary leadership roles. 1. Managers: responsible for overseeing and directing the work of a team to achieve organizational goals. Comm Style: Managers often use a directive communication style, providing clear instructions, setting expectations, and offering feedback on performance. Communication is task-oriented and focuses on achieving specific objectives. 2. Mentors: guide and support individuals in their personal and professional development, sharing knowledge and experiences. Comm Style: Mentorship involves a more conversational and relationship-oriented communication style. Mentors actively listen, provide guidance, and share insights based on their own experiences. The focus is on personal and career growth. 3. Coaches: aim to enhance performance, foster skill development, and help individuals reach their potential. Communication Style: Coaching involves a supportive and collaborative communication style. Coaches ask probing questions, facilitate self-discovery, and encourage problem-solving. Communication is often focused on skills improvement and overcoming challenges. 4. Sponsors: advocate for and support the career advancement of individuals within an organization. Communication Style: Sponsorship involves a more strategic and advocacy-oriented communication style. Sponsors actively promote the achievements and potential of their protégés to higher-level decision-makers. #professionaldevelopment #leadership #mentor #manager #coach #sponsor #mentorship #communication

This is a course offer for any organization or board of managers who want to improve their knowledge about: 1. leadership styles. 2. Work climate is an intervening variable between the leader and the organization, and has a multi-factorial structure (n=10). 3. Communication at the workplace. Humans are unique in that we have a language. A cultural language emerged > 2 million years ago, and ~200 000 thousand years ago, our ancestors had a grammatical language. During one day, I present three different ways of communicating, and show which one of them works best. 4. Generative versus adaptive learning, social creativity for problem solving, and entrepreneurial thinking. Theories. 5. Generative versus adaptive learning, social creativity for problem solving, and entrepreneurial thinking. Workshops. 6. Method. Statistical and qualitative methods. All six themes can be ordered individually, or all together. Choose yourself! The target audiences are organizations board & management who want to refresh their skills and improve their knowledge. Maximum number of participants: an organization: 500 people. a board of managers: ~20 people. Suggested time span: one day for each theme. I have a longstanding experience in research and lecturing on aspects concerning prospective thinking, e.g. leadership style, work-climate, decision making, general and organizational learning, and social creativity for problem-solving, as well as qualitative and quantitative methods. This includes project management. My background includes more than 15 years of performance and executive coaching for athletes and CEOs respectively, and on two occasions, I have managed organizations, one of which was my own business. In both cases, the organizations included 10-15 people. I was recruited to write my doctorate. Included in that role was to support researchers and professors about methods. I was also assigned to various lower ranked university colleges in Sweden to teach on an advanced courses, mostly about leaders style, and social creativity and entrepreneurial thinking. I was eventually recruited to Helsingfors university to take the role as a research leader. I got recognition for my work by the rector and internationally, and got the opportunity to present the outcome of my research project for 1000 researchers in India, the university of Aristoteles, and I was an invited speaker at the International Dairy Foundation (IDF) global conference. Contact for requests: Mail: [email protected] Text: +358-505 560 580 (Finland), +46707 43 43 57 (Sweden). https://lnkd.in/dF4i9yyg

Bill has been a bad boy. He has been late a number of times and he has gotten many rejections.   But his team leader has plenty of experience. He starts off by talking about bills capabilities. Bill is only human. He eases up. After say 10 minutes the scene is set, and bill is in, mood to listen and improve himself. Don’t rush in to do battle!! In this scenario, Bill's team leader demonstrates strong leadership skills by taking a thoughtful and considerate approach to address Bill's performance issues. Instead of immediately jumping into criticism or reprimand, the team leader recognizes Bill's capabilities as a human being. By acknowledging that everyone has their strengths and weaknesses, the team leader sets a supportive and non-confrontational tone. Taking their experience into account, the team leader understands that rushing into battle won't yield the desired results. Instead, they create a conducive environment by engaging in a conversation with Bill for approximately 10 minutes, setting the stage for open dialogue.   This approach allows Bill to feel more comfortable and receptive to the feedback that will follow. By adopting this approach, the team leader emphasizes empathy, understanding, and a genuine interest in Bill's growth and development. The focus shifts from blame or punishment to a collaborative effort to improve performance. Bill is more likely to respond positively to this approach and become motivated to listen, learn, and make the necessary improvements. Ultimately, this patient and empathetic approach sets the foundation for a productive conversation where the team leader can provide constructive feedback, offer guidance, and support Bill in his professional growth journey. ResoPro Training Services has taken a holistic approach by combining various studies and disciplines to create a comprehensive soft skills training program. This program focuses on developing the essential interpersonal skills that are vital for success in today's dynamic and interconnected professional world. Through a well-designed curriculum and interactive learning methods, participants are guided to enhance their communication, collaboration, problem-solving, leadership, and adaptability skills. Resopro's training program goes beyond theoretical knowledge, providing practical exercises and real-life scenarios to enable individuals to apply these skills effectively in their professional lives.   With Resopro's soft skills training program, participants gain the confidence and competence needed to excel in their roles, build strong relationships, and contribute to a positive and productive work environment. Connect with us to know more: [email protected] +91-6367380329 #leadership #training #learning