DEVELOPING LEADERSHIP SKILLS

BY- ANKITA RAO.

INTRODUCTION
 LEARNING OBJECTIVES
 Understand the importance of leadership training and development in
organizations.
 Understand how to use coaching, mentoring, action learning, special
assignments, simulations, and 360-degree feedback.
 Understand the benefits and limitations of the primary methods for
leadership training and development.
 Understand the findings in research conducted to evaluate the methods.
 Understand the organizational conditions that facilitate leadership
training and development.
 Understand what leaders can do to encourage and facilitate the
leadership development of their subordinates.
 Understand what leaders can do to develop their own skills.
 Understand why leader development should be integrated with human
resource management and strategic planning.
 DESIGNING EFFECTIVE TRAINING

 CLEAR LEARNING OBJECTIVES.

 CLEAR, MEANINGFUL CONTENT.
 APPROPRIATE SEQUENCING OF CONTENT
 APPROPRIATE MIX OF TRAINING METHODS
 OPPORTUNITY FOR ACTIVE PRACTICE.
 RELEVANT, TIMELY FEEDBACK.
 HIGH TRAINEE SELF-CONFIDENCE.
 APPROPRIATE FOLLOW-UP ACTIVITIES
  SPECIAL TECHNIQUES FOR LEADERSHIP
TRAINING
• BEHAVIOR ROLE MODELING.
• USES A COMBINATION OF DEMONSTRATIONS AND ROLE PLAYING BASED ON SOCIAL LEARNING THEORY.
• CASE DISCUSSIONS CLARIFY EXPECTATIONS FOR TRAINEES.
• ASK QUESTIONS TO ENCOURAGE AND FACILITATE PARTICIPATION IN THE DISCUSSION.
• EMPHASIZE THE COMPLEXITY OF PROBLEMS AND THE DESIRABILITY OF IDENTIFYING ALTERNATIVE
REMEDIES.
• USE DIFFERENT DIAGNOSES AS AN OPPORTUNITY TO DEMONSTRATE HOW PEOPLE APPROACH A PROBLEM
WITH DIFFERENT ASSUMPTIONS, BIASES, AND PRIORITIES.
• ASK TRAINEES TO RELATE THE CASE TO THEIR WORK EXPERIENCE.
• VARY THE COMPOSITION OF DISCUSSION GROUPS TO EXPOSE TRAINEES TO DIFFERENT POINTS OF VIEW.
• BUSINESS GAMES AND SIMULATIONS.
• REQUIRES TRAINEES TO ANALYZE COMPLEX PROBLEMS AND MAKE DECISIONS EVIDENCE OF ITS USEFULNESS.
• SERIOUS LIMITATIONS IN MOST LARGE-SCALE SIMULATIONS.
  DEVELOPMENTAL ACTIVITIES
MULTISOURCE FEEDBACK.
 DEVELOPMENTAL ASSESSMENT.
 CENTERS DEVELOPMENTAL ASSIGNMENTS.
 JOB ROTATION PROGRAMS.
ACTION LEARNING
MENTORING.
 EXECUTIVE COACHING.
 OUTDOOR CHALLENGE.
 PROGRAMS PERSONAL.
 GROWTH PROGRAMS
 SELF-HELP ACTIVITIES DEVELOP A PERSONAL VISION OF CAREER OBJECTIVES.

• SEEK APPROPRIATE MENTORS.

 SEEK CHALLENGING ASSIGNMENTS.
 IMPROVE SELF-MONITORING.
 SEEK APPROPRIATE MENTORS.
 SEEK CHALLENGING ASSIGNMENTS.
 IMPROVE SELF-MONITORING
  SUPPORTING LEADERSHIP TRAINING
BEFORE THE TRAINING
• INFORM SUBORDINATES ABOUT OPPORTUNITIES TO GET TRAINING.
• EXPLAIN WHY THE TRAINING IS IMPORTANT AND BENEFICIAL.
• ASK OTHERS WHO RECEIVED THE TRAINING TO EXPLAIN HOW IT WAS USEFUL.
• CHANGE THE WORK SCHEDULE TO MAKE IT EASIER TO ATTEND TRAINING.
• GIVE A SUBORDINATE TIME OFF IF NECESSARY TO PREPARE FOR THE
TRAINING.
• SUPPORT PREPARATION ACTIVITIES SUCH AS DISTRIBUTION OF
QUESTIONNAIRES.
• TELL SUBORDINATES THEY WILL BE ASKED TO REPORT ON WHAT WAS
LEARNED
• MEET WITH THE PERSON TO DISCUSS WHAT WAS LEARNED AND HOW IT CAN
BE APPLIED.
• JOINTLY SET SPECIFIC OBJECTIVES AND ACTION PLANS TO USE WHAT WAS
LEARNED.
• MAKE ASSIGNMENTS THAT REQUIRE USE OF NEWLY LEARNED SKILLS.
• HOLD PERIODIC REVIEW SESSIONS TO MONITOR PROGRESS IN APPLYING
LEARNING.
• PROVIDE PRAISE FOR APPLYING THE SKILLS.
• PROVIDE ENCOURAGEMENT AND COACHING WHEN DIFFICULTIES ARE
ENCOUNTERED.
• INCLUDE APPLICATION OF NEW SKILLS IN PERFORMANCE APPRAISALS.
• SET AN EXAMPLE FOR TRAINEES BY USING THE SKILLS YOURSELF
FACILITATING CONDITIONS FOR DEVELOPMENT

• SUPPORT BY THE BOSS.

• LEARNING CLIMATE.
• DEVELOPMENTAL CRITERIA FOR PLACEMENT
DECISIONS.
 CREATING A LEARNING CLIMATE
MAKE JOB ASSIGNMENTS THAT ALLOW PEOPLE TO PURSUE THEIR INTERESTS AND
LEARN NEW SKILLS.
ESTABLISH WORK SCHEDULES THAT ALLOW ENOUGH FREE TIME TO TRY NEW
METHODS.
PROVIDE FINANCIAL SUPPORT FOR CONTINUING EDUCATION BY EMPLOYEES.
ARRANGE SPECIAL SPEAKERS AND SKILLS WORKSHOPS FOR EMPLOYEES.
ESTABLISH A SABBATICAL PROGRAM TO ALLOW EMPLOYEES TO RENEW
THEMSELVES.
ESTABLISH A CAREER COUNSELING PROGRAM TO HELP EMPLOYEES DEVELOP SELF-
AWARENESS AND FIND WAYS TO ACHIEVE THEIR FULL POTENTIAL.
ESTABLISH VOLUNTARY SKILL ASSESSMENT AND FEEDBACK PROGRAMS.
MAKE PAY INCREASES PARTLY DEPENDENT ON SKILL DEVELOPMENT.
SYSTEMS PERSPECTIVE ON LEADERSHIP
DEVELOPMENT
• RELATIONSHIP AMONG APPROACHES.
• INTEGRATING DEVELOPMENTAL ACTIVITIES.
THANK YOU