Why Your Company Needs Leadership Training that Focuses on the Future By Susan Cain
May 8, 2013, Chicago, Illinois; Many people believe that leadership is reserved for those with atypical abilities or unusually high intelligence. But research has found that leaders are normal people who have the desire and ability to inspire others to action. Based on this definition, leaders in today's world need to be courageous and sometimes cautious, ne introverts or extroverts, be driven by passion and reason. If this is true, than anyone can be a leader.
How should organizations go about developing effective leaders? At The Corporate Learning Institute we start clients with thinking about the big picture. Based on the future they envision, we think about what the leadership strategy should be to meet the needs they will have.
There are four fundamental needs that we advise our clients to consider in developing the leadership pipelines in their organizations:
1. Organizations are increasingly moving toward matrixed management. This means that leaders at all levels of the organization will need to manage people and projects up, down, and sideways to achieve the performance capacities they will need. The implications for leaders are twofold-one, that leaders may manage fewer people directly and more indirectly, and two, leaders will be wearing more hats than ever-shifting from process issues to people issues to task issues.
2. Leaders will be faced with managing 4-5 generations in the workplace. The clash of the generations will cause leaders to think about how to manage each generation. Younger leaders will need to learn to manage older followers, and older leaders will increasingly need to understand the needs of younger followers.
3. Organizations who thrive will increasingly need to enlist a workforce of leaders capable of agile, creative and innovative approaches. Leaders will need skill development and encouragement to enhance their ability to "think outside the box" and move from idea generation to execution.
4. Organizations will have to optimize their ability to find and train the best leaders possible. The new skills for the future will include leaders who are self-aware, have excellent communication and networking abilities, have expertise in their area, can take risks effectively, focus on working and living with respect for others, be able to encourage those around them, and be confident in themselves.
The training and development to achieve the leadership pipeline your company needs is challenging, but far from impossible.
The Corporate Learning Institute is ready to design and implement training for your organization that fulfills these-and other-demand that the future will bring for our developing leaders. Contact CLI at www.corplearning.com, or by calling 1.800.203.6734.
May 8, 2013, Chicago, Illinois; Many people believe that leadership is reserved for those with atypical abilities or unusually high intelligence. But research has found that leaders are normal people who have the desire and ability to inspire others to action. Based on this definition, leaders in today's world need to be courageous and sometimes cautious, ne introverts or extroverts, be driven by passion and reason. If this is true, than anyone can be a leader.
How should organizations go about developing effective leaders? At The Corporate Learning Institute we start clients with thinking about the big picture. Based on the future they envision, we think about what the leadership strategy should be to meet the needs they will have.
There are four fundamental needs that we advise our clients to consider in developing the leadership pipelines in their organizations:
1. Organizations are increasingly moving toward matrixed management. This means that leaders at all levels of the organization will need to manage people and projects up, down, and sideways to achieve the performance capacities they will need. The implications for leaders are twofold-one, that leaders may manage fewer people directly and more indirectly, and two, leaders will be wearing more hats than ever-shifting from process issues to people issues to task issues.
2. Leaders will be faced with managing 4-5 generations in the workplace. The clash of the generations will cause leaders to think about how to manage each generation. Younger leaders will need to learn to manage older followers, and older leaders will increasingly need to understand the needs of younger followers.
3. Organizations who thrive will increasingly need to enlist a workforce of leaders capable of agile, creative and innovative approaches. Leaders will need skill development and encouragement to enhance their ability to "think outside the box" and move from idea generation to execution.
4. Organizations will have to optimize their ability to find and train the best leaders possible. The new skills for the future will include leaders who are self-aware, have excellent communication and networking abilities, have expertise in their area, can take risks effectively, focus on working and living with respect for others, be able to encourage those around them, and be confident in themselves.
The training and development to achieve the leadership pipeline your company needs is challenging, but far from impossible.
The Corporate Learning Institute is ready to design and implement training for your organization that fulfills these-and other-demand that the future will bring for our developing leaders. Contact CLI at www.corplearning.com, or by calling 1.800.203.6734.
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