Title: Effective Leadership Training for Mid-Level Leaders - Training Industry
Headings: Effective Leadership Training for Mid-Level Leaders
Effective Leadership Training for Mid-Level Leaders
Training Mid-Level Leaders
It's important to provide relevant and immediately applicable learning experiences to mid-level leaders.
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Aligning Training and Demonstrating Impact
It’s more important than ever to make sure mid-level leaders are prepared to succeed in their critical roles.
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Taryn Oesch, CPTM
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Content: Training Mid-Level Leaders
Axon recommends that mid-level leadership training help participants develop skills in seven key areas: Developing a broad, enterprise-wide view of the organization
Agility, including the ability to quickly adjust priorities as the organization’s needs change
Fostering learning and innovation throughout their team or department
Being able to shape strategy and communicate it to everyone they manage and work with
Resilience and adaptability, including being able to “find opportunity in disruption”
Understanding and working in “a complex web of relationships”
Being able to consider business needs and identify development opportunities within and beyond their teams
Mid-level leaders, Axon says, should understand “that attracting, developing and retaining talent is a competitive advantage and a priority in terms of how they spend their time.” She adds that effective mid-level leadership is delivered virtually and continuously, encourages best practice-sharing among participants, shares success stories of past participants to inspire learners, is personalized and learner-driven, and involves senior executives. “ The deep engagement of an organization’s most senior executives,” she says, “is a hallmark characteristic of a best-in-class leadership development program.” Both Axon and Sturgeon stress the importance of providing relevant and immediately applicable learning experiences, especially considering how busy mid-level leaders are. They also recommend using real projects during training that, when complete, will have a real impact on business results. It's important to provide relevant and immediately applicable learning experiences to mid-level leaders. Twitter Social Icon
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“Us [e] an experiential approach,” Sturgeon says, “that allows plenty of opportunities for leaders to be immersed in situations and discussions that feel relevant and real, combined with time to reflect and to build action plans around how, specifically, they will apply what they are learning during development programs.” This relevance, Axon says, will help participants know it’s worth their time and effort and exactly how their new skills or knowledge will help them succeed on the job. After training, coaching and feedback on the job is critical to helping managers retain and apply what they’ve learned, and Sturgeon adds that building in senior-level leadership support is important.