Wie können Sie Lernende nach einem Führungskräfteentwicklungstraining effektiv unterstützen?

Post-leadership training, the crux is behavior change—this is where the battle is won or lost. A robust follow-up program is vital, focusing on deliberate practice to cement this change. It’s about pushing learners beyond their comfort zones into the realm of real growth, while ensuring they're not left adrift. Create a safety net with ongoing feedback and supportive learning communities. Encourage relentless practice of new behaviors, making every small win a celebrated milestone. Transforming newfound knowledge into everyday leadership acts amidst resistance and old habits.

After leadership development training, providing effective follow-up support is crucial for reinforcing learning and promoting implementation. Start by scheduling regular check-ins or coaching sessions to discuss progress, address challenges, and provide additional guidance as needed. Encourage learners to set specific goals and action plans based on the training content and offer resources or support to help them achieve these objectives. Foster a supportive and collaborative environment where learners feel comfortable sharing their experiences and seeking feedback, allowing for ongoing learning and growth beyond the initial training program.

How about introducing the concept of casual coffee catch-ups for ongoing learner support? I call these sessions "coffee chats." These informal meetings aren't about micromanagement or formal assessments but rather about offering a relaxed environment where learners can discuss their progress, challenges, and insights. Conversations like these are essential for reinforcing the application of new skills and adjusting strategies based on practical experiences. Plus, it's always nice to have an excuse to grab a coffee (or teat), right?

Four pillars of leader development are: 1. Stand on the shoulders of those who have gone before you by studying the various leadership theories and experiences of exemplary leaders. 2/ Actually do leadership by volunteering and taking responsibility to lead. 3. Seek mentors and coaches to give you feedback on your leadership. Remembering all feedback is a gift to becoming a better leader. 4.Be a self directed learner who reflects on leadership experiences of oneself and others and studies relevant leadership research from legitimate, reliable and trusted sources, especially reflecting on the three major variables in every leadership situation. The characteristics of the: a) followers, b) the situation, and c) the leader.

After leadership development training, setting SMART goals is crucial for guiding learners towards actionable outcomes. Ensure goals are Specific, Measurable, Achievable, Relevant, and Time-bound. Encourage learners to identify areas for improvement or specific skills they want to develop. By setting clear objectives, learners can stay focused, motivated, and track their progress effectively post-training. 🎯

Feedback is a valuable tool for continuous improvement after leadership development training. Encourage learners to seek feedback from peers, mentors, and supervisors on their performance and application of newly acquired skills. Constructive feedback provides insights into strengths, areas for growth, and opportunities for refinement. Emphasize the importance of receiving feedback with an open mind and using it to fine-tune leadership capabilities. 🗣️

Feedback, vilão para alguns e salvação para outros. Não é só sentar em uma mesa e descarregar sobre o outro, e sim ter uma habilidade envolvente para transforma esse momento e uma aula e também sobre demonstrar sobre autoresponsabilidade. Avaliar de forma constante seu progresso como líder irá gerar um autoconfiança e claro, entender se as atitudes e energias estão deixando você mais próximo do objetivo ou afastando dele.

Effective follow-up support after leadership development training involves several key strategies. : 1. Clear communication channels for assistance. 2. Gather feedback to tailor support. 3. Provide resources for ongoing learning. 4. Offer continued development opportunities. 5. Foster a supportive learner community. By implementing these strategies, you can effectively provide follow-up support to learners after leadership development training, helping them to reinforce their learning, address challenges, and continue to grow and develop as leaders.

Feedback is the only way to see yourself through others' eyes, and that is why it is so important for a leader. Here are some strategies top leaders use to create a culture of quality feedback following training. • Immediate feedback after the session is a must for quality control. It provides both the trainer and participants with room for reflection, as well as valuable data. • Ensure regular opportunities for feedback following up on the training. For instance, a monthly check-in with different stakeholders can be very helpful. Framing this around the SMART (or SMARTER) goals mentioned earlier can be helpful. • Sustain a culture of feedback if it was not in place before training. This way, all parties benefit from quality feedback.

Seeking feedback is a vital step in leadership development as it provides external perspectives on one's leadership style and effectiveness. Innovative tools like AI-driven analytics can offer real-time feedback and personalized insights, enhancing the traditional 360-degree evaluations. This data-driven approach allows leaders to track their progress over time and adjust their development plans accordingly, ensuring continuous growth and adaptation to new challenges.

The key isn't that the support is AFTER leadership development, it is that the support is BEFORE, DURING & AFTER! After all, good leadership development isn't sitting in a workshop for a few days and then taking it all back to the workplace to supposedly implement it but forgetting half, trying the other half but not getting feedback so ending up forgetting most of it except 'one cool model'. A good leadership development programme will incorporate coaching, on-job implementation, feedback, more coaching, more trial and error, more feedback, more coaching, peer learning... it should be a continuous cycle!

When organizations provide leadership development training they create an expectation: those going through the training expect some form of leadership assignment. So, Yes "Apply your learning." How? By providing some substantial/stretch assignment to those who have completed the training. One option is to make the assignment a component of each individual's annual review. Put it in writing. Get agreement on what they will do. Then, make it happen.

The true value of leadership development training lies in its application in real-world scenarios. Encourage learners to actively apply the concepts, techniques, and strategies learned during training in their day-to-day leadership responsibilities. Encourage experimentation, risk-taking, and learning from both successes and failures.

After leadership development training, sustain learning with clear communication channels for ongoing support. Encourage peer collaboration and provide supplementary materials. Offer coaching and mentoring for personalized guidance. Use technology for assessments and simulations. Celebrate achievements to motivate growth. 1. Establish clear communication channels for ongoing assistance. 2. Encourage peer support through networking and group discussions. 3. Provide supplementary materials tailored to learners' needs. 4. Offer coaching or mentoring for personalized guidance. 5. Utilize technology for assessments and simulations. 6. Celebrate achievements to motivate continued growth.

Regularly reviewing progress is essential for staying on track and maximizing the impact of leadership development training. Encourage learners to schedule periodic checkpoints to reflect on their achievements, challenges encountered, and lessons learned. Use this time to celebrate successes, reassess goals, and identify areas that may require additional focus or support. By staying proactive and self-aware, learners can maintain momentum and drive toward continuous improvement. 📈

I think we are significantly underutilizing the abilities of AI in the space. AI can nudge. AI can help track progress and look for trends. AI can help remediate and fill skill gaps in the flow of work. It will take thoughtful and iterative prompting, but the capabilities are there to have an always-on mini-coach at your desk (or phone). Do I think AI will replace human coaches or leaders? Nope. I don’t want to report to a GPT. But I do think I can, and should, get AI assistance when I need it to be a better leader by building better skills and using better data.

After a leadership development program concludes, it's all too easy for valuable learning to recede and for earlier habitual mindsets and behaviors to recur. Paying attention to, appreciating, and building on progress drives a virtuous cycle of increased mastery and motivation for continued learning. To make a habit out of appreciating, enjoying, and catalyzing progress, incorporate structures and routines that make the habit as frictionless as possible. Try a 5-minute end-of-day ritual of briefly noting how you've used new leadership behaviors, how you felt about the experience, and what the results were. It's also helpful to note ongoing or upcoming leadership challenges and set an intention to apply your new leadership skills.

This is where coaching can also be beneficial. Applied learning doesn't always go as expected. A coach - internally or externally, formal or informal - can support the learner after training to adapt the action plan or confront any mindsets that may be preventing them from changing their behavior.

Reviewing your leadership development progress can hep to develop lifelong leadership habits. Your training may include tools for this. If not, here are two tools my top clients favour for effectiveness and enjoyment in their leadership growth journey. • Journaling gives a leaders the space to slow down and reflect daily. A paper or digital journal is a safe space to contemplate your leadership development victories, but also your struggles. When I face challenges, my journal is my go-to for analysing the issue, exploring solutions and reporting back on them. • Mastermind Groups are a powerful way to connect with other leaders for regular, deep discussions. This opens a safe space for review and shared growth. What tool calls to you?

Establish feedback mechanisms, implement mentorship programs, conduct regular check-ins, create a resource hub, encourage peer learning groups, develop action plans, pose leadership challenges, integrate competencies into performance reviews, offer customized learning paths, and celebrate successes. This multifaceted approach ensures ongoing support and application of learned skills.

Leadership development is an ongoing journey, not a one-time event. Encourage learners to embrace a mindset of continuous learning and growth. Encourage them to explore additional resources, attend workshops, or enroll in further training programs to deepen their knowledge and skills.

Combining leadership development with coaching after (and before!) a session is highly effective. Leadership coaching has tremendous benefits for deepening learning. Some of my favorites include: Coaching allows for personalized guidance and support tailored to real world challenges that are happening in real time. It’s a way to apply session topics in the context of what actually matters to the leader. Coaching also promotes accountability as coaches are able to hold attendees accountable to the goals they’ve set coming out of the training. Lastly, coaching offers feedback and the opportunity for deeper reflection. Leaders can reflect on their actions, gain insights into their style, and begin to see areas for improvement.

Continuous and never-ending improvement is both a mindset, and an action-oriented disposition. If you want to get better, become a student of the game. Get with the people who can guide you and most certainly find a coach. We teach our clients how to extract 1% more each day NOT by wholeheartedly throwing the baby out with the bath water, but making small, incremental improvements along the way, every day. If you want to do better, you MUST get better; and if you want to get better, you MUST do better. Leadership is a verb - it takes action. So figure out what your priorities are to improve, and then move the needle 1% more each day.

Create a platform for participants to stay connected to support and hold each other accountable for action. This is best done with an intentional structure, otherwise it tends not to happen. My favorite follow-up structure is a Community of Practice model. Groups of 6-8 participants meet monthly and share responsibilities for facilitation, logistics, and providing stimulating materials and issues to consider together. It is cost-effective because it is not dependent on an expert to be in the room. At Riverbank, we developed a program like this called Strong Circles. This is specifically for positive leadership development. It works best after an initial kick-off training, as a mechanism for year-round support and development.

PROVIDE PROMPTS TO PRACTICE. When learners return to work after leadership development training, they need PROMPTS TO PRACTICE what they learned so it can become a part of who they are. PRACTICE is critical. Otherwise, humans return to old habits and familiar ways of doing things. In my leadership sessions, I use technolgy and utilize WhatsApp to send Prompts. The prompt can be a reminder of a key lesson they learned or an uplifting message to encourage them to apply what they learned. Providing prompts is an effective way to provide follow up support to learners after leadership development training.

Build real relationships with the people you coach or are coached by, and then keep building your relationship by cheering each other on, checking in, and caring about them as people, for the rest of your life 😁

At LDN we use back to work action plans with targeted goals and objectives to reinforce the learning. As Sonia said "prompts" are very important to continue with application of all lessons learned. Lastly, senior leaders must ask "how did your leadership training prepare you for increased responsibility ". "Good work that gets noticed, gets repeated". The Practical Coach.

To effectively support learners post-leadership training, view the course as the beginning of behavioural transformation. Establish peer groups for shared experiences and accountability, fostering a supportive learning environment. Implement accountability mechanisms, encouraging participants to set and review progress towards personal goals. Organize sessions for sharing successes and lessons learned, promoting collective wisdom and reflection. Introduce a lessons learned framework, enabling structured analysis of attempts to apply new skills. Start with manageable changes to prevent overwhelm and build confidence. This approach ensures continuous growth and the lasting impact of leadership development efforts.

The 3 ways I recommend to continue the learning beyond the leadership development training include: 1) Pairing up participants as learning buddies to hold each others accountable. Provide a template of conversation prompts when they meet up twice a month for 3 months after the training. 2) Meet up at the Masterclass Group Coaching session at 3, 6, 9 months after the training for participants to celebrate what worked, learnings, and raise challenges with the coach and the group to gain further learnings. 3) Provide 1 on 1 coaching if possible, with a few sessions to address individual's unique challenge after the training for a period of 6 months to a year.