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Category: Corporate Leadership

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The 5 Key Benefits of a Leadership Training Course For Mid-Level Managers

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The 5 Key Benefits of a Leadership Training Course For Mid-Level Managers

There is no country, industry sector, company, or individual that hasn’t been impacted by the intensifying rapidity of disruptions around the world. Businesses are grappling with how to adapt, survive, and thrive. Leadership and management agencies across all spheres realise that employee training and development programs are vital for business competitiveness and growth.

leadership training programs

Mid-level managers have to be enthusiastic, energetic, experienced in navigating disruptive changes, and lead by example. Therefore, heads of human resources (HR) across companies invest in leadership development courses for mid-level managers. It justifies an optimal return on investment(ROI), and all this is due to 5 key benefits of such a course:

1.  Becoming execution champions of business strategy and goals

While management sets and refines business goals and overall execution strategy, operational success depends on real-world execution. Active participation in a top-quality leadership management program empowers mid-level managers with the management skills and competencies necessary for successful strategy execution and business goal achievement within their functional areas of operation.

It equips them to comprehend the big business picture, identify their individual and team execution roles, and contribute like champions.

2.  Capably managing all-round communication and collaboration

Mid-level managers are at the crossroads between the top management, their counterparts in other operational functions, the internal team, and external partners. Soft skills sharpened in the leadership management program greatly enhance their ability to be the flag-bearers of ensuring accurate, timely, and polite communication at all times between everyone.

It also sensitises them on the emotional intelligence necessary to shoulder this crucial responsibility — a collaboration between people, especially in stressful situations.

3.  Building agility, resilience and proactiveness in operations

A Forbes article highlights the importance of agility for business success. Leadership development courses make mid-level managers comprehend that agility is no longer just an essential individuality trait. Instead, agility is meant to be practised across the length and breadth of any business — team members, technology and processes. Why?

Three reasons:

To respond swiftly and adapt to external changes

To build proactive responsiveness that can capitalise on opportunities that crop up on the go

To build resilience, especially to prevail during stressful situations

4.  Propagating the value of continuous learning and innovation

Mid-level managers are team leaders and potential change agents of performance improvement, learning, innovation, and productivity. A leadership management program makes them see the need to strengthen all the links in their chain of team members! They can inspire their team members to participate willingly in employee training and development programs.

Upskilling and reskilling fosters innovation that can enhance productivity or introduce novel ideas of value throughout the organisation.

5.  Building a workplace that best resources what to join and stay

The extraordinary increase in employee attrition globally, lack of skilled resources, and automation have created a challenge for organisations and their teams. A leadership management program makes mid-level managers realise they can grow only when they create a work environment that attracts the best resources and invests in developing their talents and skills.

When the best talent prefers to stay put in a workplace, it is an invisible competitive advantage. In addition, mid-level managers also learn change management and how to deal with people’s reactions to change.

Conclusion

Enterprises prefer to train their mid-level managers at Imarticus for these benefits. They value the quality of these programs, which have been designed by 800+ experienced trainers. Since these programs are customisable as per business needs, they are better suited for the varying priorities of different businesses.

Over 200 organisations use these programs to train their resources for being future-ready. What more assurance can any business want for training their mid-level managers?

10 Do’s and Don’ts For a Successful Leadership Training Course

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10 Do’s and Don’ts For a Successful Leadership Training Course

Are you looking for a checklist of criteria to identify and develop top-notch leadership management programmes? If you are a top executive management personnel or the head of your organisation’s human resources (HR) department, you know how vital it is to have a discerning eye and successfully implement employee training and development programmes. To guide your decisions, we have put together a list of do’s and don’ts to follow for designing successful leadership and employee training and development programmes.

Do’s

Through the leadership training programme, do:

Inspire participants to be in harmony with core business values and ethics.

This is because good leaders practice and propagate company values that gradually become part of the organisation’s culture. This trickle-down effect will positively impact other employees and bring in clients who identify with the organisation’s corporate identity.

Motivate leaders to pursue business results and people relationships in a well-balanced manner.

The programme should be able to encourage future leaders to chase better business results while fostering people relationships. The leadership development program should inculcate the importance of balanced leadership makes great leaders. This means being in charge of monitoring team activities and implementing the plan of action at the micro level, and creating a conducive environment and collaborative work culture at the macro level.

Improve the ability to promote accurate and harmonious information flow

The program must train leaders for effective communication and collaboration. The content and style of communication affect the success or failure of outcomes within the organisation and with partners, suppliers, and other collaborators.

Don’ts

Avoid making the following mistakes when designing and implementing leadership and employee training and development programmes. Don’t:

Lower the bar for participants.

This does not train leaders for real-world battles. Just though sports training makes champions, an employee training and development programme with a structured, extensive curriculum helps develop resilient leaders who convert challenges into opportunities.

Let the enrollment of participants be homogenous and bland.

It severely limits the ability of participants to work with diverse yet constructive points of view. The lack of diversity and inclusivity of participants from different domains, geographies, and cultures makes poor, judgemental leaders.

Make the program for participants highly classroom-oriented.

The ideal conditions that prevail while solving theoretical problems do not work in the complex and demanding business world. Such an approach is impractical for building hands-on leaders. Action-oriented experiential learning for participants is vital.

Design a curriculum that does not shape skills for preparing future-ready leaders.

The shelf-life of skills is diminishing. For example, today’s best coding is achieved using artificial intelligence without human intervention. The demand for mastery of future talents — rapid prototyping, constructive depolarising, dilemma flipping — from leaders is very different from that for traditional or popular skills, and the program needs to be in sync.

Have a routine that is highly rigid and discourages experimentation.

Such programs are not engaging enough and restrict participants’ creativity, adaptability, and exploratory pursuits. These are essential for leaders to tackle real-world disruptions. Amoderate level of discipline with flexibility works best.

20 Things You Should Know About Executive Management Training

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20 Things You Should Know About Executive Management Training

The world of business is in a constant state of flux. Business context changes with advancements in technology and other broader changes in the business environment.

If you are a business executive, you are expected to keep pace with these changes and upgrade your competencies to grow personally—in an individual professional capacity—and also to help the organisation grow. According to an article in Forbes, executive management training is the surest way to achieve professional growth, improve company culture, and polish your and the organisation’s brand.

What is executive management training?

 

workplace etiquette

Typically, executive management training programmes are short, non-degree training programmes for business executives. Business schools often offer these programmes and cover specific skills to prepare managers and executives for a specific role or industry.

However, many organizations run in-house corporate training programmes for employees. These in-house programmes may be run by employees with the required expertise/specialised knowledge doubling up as trainers.

The effectiveness of executive management training is considered to be higher due to enhanced peer-to-peer engagement.

What you should know about executive management training

Most managers and executives in an organisation are busy and hard-pressed for time to hone their professional skills. Therefore, executive management training is intended to deliver the maximum impact in a limited time. The most important things that you should know about executive management training are:

The training can be offered in various formats and delivery methodologies, personalised to meet your organisation’s specific needs. Some training programmes might even be offered as free webinars.

In an open enrolment format, executive management training is offered by business schools on fixed dates throughout the year.

Training could also be in a customised format. Here, training is tailored to the requirements specified by the organisation, depending on the learning needs of its managers and executives.

According to a recent ET report, management training significantly raises individual and organisational productivity by improving skill levels.

The report in ET also found that when the employees’ skills and knowledge are improved, it also helps improve organisational performance.

Usually, the training may be offered as a short course (5 days or less) to impart specific skills for ready application in everyday work.

For training courses requiring more time, the systems may be designed in a modular format (multiple teaching blocks over an extended duration) for the convenience of employees who might find it difficult to take a long time off for the training.

Training programmes requiring the assimilation of in-depth understanding could be designed as full-time, longer-term programmes.

Executive management training is offered in online or blended modes for individuals requiring scheduling flexibility.

Executive management training helps senior executives acquire an updated perspective on the current economic and social issues, which helps them design appropriate winning business strategies.

Executive management training programmes can also be designed for early/mid-career executives and the top leadership in the organisation.

An HBR study found that focused HR practices, including management training, bring people from across the organisation together, promoting team building and collaboration.

Final thoughts

Executive management training is critical for every organisation. Irrespective of the size of your organisation, such training can help you get the best out of your employees. Investment in skills and knowledge training will enable your teams to take on and accomplish the most challenging business goals.

12 Powerful Habits To Master For Success in Corporate Training Programs

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12 Powerful Habits To Master For Success in Corporate Training Programs

Did you know that habits can significantly affect the outcome of corporate learning programs? Excellent news for heads of human resources who drive the learning and development initiatives.

All they need to do is share a dozen of them with their employees to master and witness their success in corporate training programs for employees.

1. Be committed to learning

Given the stress and deadlines at work, committed employees can perceive training as some timeout from the daily rigours. However, training is an opportunity, an experience that will enhance productivity, improve performance and reduce stress. Be committed to it.

2. Have a disciplined approach

Most employees develop the habit of self-discipline as a part of workplace discipline in organisations. Rising early by avoiding late nights can help you gather fresh air, respond to priority emails/phone calls, catch up with colleagues over breakfast, and be punctual for the training sessions. Discipline has many advantages!

3. Be goal-oriented

The habit of being purposeful about the end goal of the training program is vital. The organisation and trainers put in a lot of thought, effort, and time to simplify the training objectives and make them achievable. However, they are certainly gaps that the training is attempting to bridge. Being goal-oriented helps achieve the intended outcome meaningfully.

4. Be Proactive

Being intentional and proactive without going overboard is a habit that draws you into action and simultaneously makes the trainers feel wanted and valued. The synergy of such give and take makes the training sessions lively for all, making them much more effective.

5. Focus on the program

The presence of the mind is a habit that enables people to focus on the present and not get distracted. Losing focus may lead to missing out on vital learning from various topics and associated individual and group activities that can be progressively interrelated.

6. Listen intently

Don’t disrupt an exciting conversation simply because of an impatient urge to draw attention. Instead, always listen intently to everyone with an open mind and then thoughtfully express yourself politely and constructively.

7. Take notes

Training sessions often provide a deck of material in the form of presentations, printed booklets and notes. While they are helpful, the habit of taking down personal notes helps deeper comprehension. Take notes to read, re-write, ask, share and refer to later.

8. Be creative and experiential

Training programs usually have a structure. However, the habit of being creative and experimenting can add an unexpected and valuable flavour. For example, if the session is about enhancing the skill of critical thinking, mention how you sharpened this skill in your childhood by breaking and reassembling toys!

9. Be unafraid

Be unafraid and courageous to genuinely question concepts you find difficult to digest or express a divergent point of view. At worst, you may be wrong and be corrected, which is good.

Welcome it!

  1. Actively network

The diversity of participants in training sessions is a unique opportunity to network and connect actively. Growing your network is beneficial in the long run.

11. Give and share

The habit of giving and sharing is a beautiful way to build relationships with people to who you can reach out in times of need. They will often remember and be happy to give back more than they got from you.

12. Follow-up

The follow-up habit helps keep the communication window open with the trainers and other participants. You can follow up to express gratitude, share examples of how the training benefitted you or the organisation, provide a testimonial or seek guidance.

Conclusion

Irrespective of the quality and conduct of the corporate training programs for employees, extracting maximum value from it depends on the participants. Therefore, the 12 habits articulated above are potent means to master and enrich the outcome of the corporate training programs for employees.

7 Changes That’ll Make A Big Difference With Your Corporate Training Programs

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7 Changes That’ll Make A Big Difference With Your Corporate Training Programs

“We invested a lot in training, but the program hasn’t shown quality returns” is a murmur often heard in corporate corridors. As a top executive, are you unable to improve organisation performance through training? Is this the challenge for your head of human resources too?

1. Value training expertise and industry endorsements

Programs designed and delivered by trainers having industry expertise and training experience.

Programs that have received endorsements from a variety of industries

corporate training and development

For example, corporate sales training is not about looking good, speaking well, and getting away with false promises. Instead, it requires a wide variety of technical, cognitive, social, and physical skills that only experienced experts can be trusted to provide.

2. Analyse your unique upskilling requirements

Top-down skills requirements (demand) within an organisation can be mapped with the skills and competencies of resources (supply) bottoms-up. All it takes to achieve this is perhaps an hour spend with each team and resources. However, the big difference it brings out is the skills gap and unique upskilling/reskilling requirements that the corporate learning programs have to fulfill. A small effort in analysing this saves the organisation significant time, money, and effort, not to mention the lack of returns due to wrong training investments.

3. Fine-tune with customisation for your needs

Generic training is easy to get but not entirely adequate, even if it is high quality. It takes a little effort to fine-tune and customise it for your organisation’s needs. Experts from Imarticus learning can aid and facilitate this easily.

4. Align training delivery with organisation goals

Once the training needs and fulfillment framework takes shape, its rollout must be aligned with the organisation’s priorities and goals. A schedule aligned and timed to cause the least disruption to core business priorities is easy to time but often ignored. However, a little thought and effort in achieving this coupled with an allowance to accommodate change can work wonders.

5. Deploy practical, engaging, experiential learning

The best practical formats of corporate training and development programs are the ones that make these experiences engaging through experiential learning. Merely adding activities without purpose can momentarily engage people but will not deliver practical outcomes. What matters is that the corporate learning programs have a well-thought methodology of actions with measurable results.

6. Facilitate continual on-demand learning access

The 24/7 availability of training resources makes it accessible for employees flexibly and conveniently. It aids continual learning and gradual upskilling that is qualitatively better than that achieved through one-time training.

Therefore, the training resources must be tech-enabled with virtual labs, smart classrooms, recorded videos, and curated content available through learning management systems (LMS).

  1. Track outcomes that benefit business and people

Individual and collective training and upskilling/reskilling goals need to be tracked on objective and subjective parameters in the same LMS. Tracking outcomes determines the return on training investment.

Conclusion

The significant positive difference these seven little changes will achieve for the corporate training and development programs is quite evident. Collective benefits help the organisation deploy resources optimally. Differentiated individual benefits can be of value to others who may have missed out. When the skills gap across the organisation diminishes, it shows practically through motivated employees, positive progress on performance parameters, and overall improvement in organisation competitiveness and growth

Sales training programs that actually work

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Sales Training Programmes: Internal or outsourced?

If you have an ongoing corporate sales training programme at your office, it may be a wise decision to think in terms of the course curricula. It is the perfect time to produce great results with valuable insights from online corporate training and development programmes.

corporate leadership

Sales training programmes help in building new skills and updating your teams with global marketing information flows. They are useful in keeping everyone abreast of the best sales practises in the corporate arena.

Check out the digital marketing courses offered by Imarticus Learning to update your agenda for the coming financial decade. You will find information worth vetting and bringing home for the growth of your company and the personal development of your employees.

Intensive or extensive corporate learning programmes

Typically, sales training programmes comprise two-day workshops. They are conducted to give employees a brief about the company’s future sales targets and goals. However, some value addition could significantly motivate your employees to meet these targets if you hand out certificates and diplomas. The programmes on offer have immersive as well as hands-on experiences for all your sales employees.

These could be online courses that are technologically driven and intensive. They can prepare your sales team for the future of sales in your region, but with a global outlook.

While extensive corporate sales training could be covered in shorter time frames, it is the intensive programmes that are, ironically, the ones that might take an online turn for you. Choose between certifications, diplomas, and postgraduate programmes at Imarticus Learning for better and more effective results.

Best sales-driven learning programmes

Some of the best corporate learning programmes now suggest an all-inclusive programme for your sales teams. They have an internal dialogue component. They also arrange for expert faculty and field sales experiences from outside the company. The course curricula of such corporate learning programmes include digital marketing and online selling to give an edge to sales teams in both the real and virtual worlds.

These corporate sales training programmes also include the fundamentals of marketing, personal development modules, as well as an in-depth view of online marketing. Such modules can be customised to meet the needs and aims of sales teams and companies’ larger goals.

There is a range of online courses to choose from that can assist you in working from home, even in pandemic-restricted areas. The programmes offered at imarticus.org are flexible and cost-effective. They have some of the best faculty and industry experts involved in providing your sales team with a rich pedagogical experience of sales and marketing in your region, as well as in the virtual world.

Programmes at Imarticus Learning

The digital marketing programmes at Imarticus Learning are collaborations with institutes such as IIT Roorkee in India. The faculty and experts are at par with global academic personnel. We would urge you to utilise our placement cell and assured job assurance to find sales professionals looking for rewarding careers with you.

The online course is technologically enabled to be taken on weekends, while the offline courses, with a more advanced curriculum, are for those who can enrol in a study programme. Preferably, the latter is for professionals who need to be given more intensive training on-ground. These are Industry Council-approved courses specially designed to enhance your colleagues’ skills, which are relevant to the sales domain.

All the programmes highlight lead generation and market outreach as their fundamental success mantra. There is a global outlook to all our programmes, especially online digital sales and virtual personal development courses for aspirants looking forward to global careers. Reach out today to avail your customised and effective corporate training programme.

Visit imarticus.org for a sales training programme that ensures the best results!

The Four E’s of Leadership Development in Corporate Agile Training

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The Four E’s of Leadership Development in Corporate Agile Training

Introduction

We live in an age where corporate agile training and coaching tailored to your organisation’s requirements to maximise training success is needed.

Firms have also realised that anyone can take the reins, but not everyone makes a good leader. Employers frequently think in terms of skill development, whereas they should focus on agile corporate training to develop leaders who can steer the organisation to new heights.

Whether it’s B2B account management or having a contingency plan in place, these 4 E’s of leadership development can help you navigate tough times ahead and deliver extraordinary financial performance.

corporate training and development programs

This is where Jack Welsch’s Four E’s of leadership development comes into play. The “4E’s” of leadership, as defined by Welch, were crucial to his success. According to him, a 4E leader is all an organisation needs. A leader who is highly motivated, competitive, and capable of inspiring others to achieve great things. Such leaders also routinely reach their financial goals.

The corporate agile training lays emphasis on the 4 E’s of leadership development that enables leaders to brave through erratic, unexpected, and unstable business cycles.

 Here are the 4 E’s of leadership development:

Energy:

Energy is the capacity to move quickly, thrive on activity, and embrace change. Extroverted and upbeat people tend to have positive energy. They are naturally friendly and talkative. They are individuals that enjoy working hard and don’t grumble about it. Such leaders also enjoy playing and are generally happy people. Those who have great energy are high in this “E” quotient and are eager to face any challenges.

Energise:

Leaders need to have the capacity to energise others. People with energy can motivate their team to accomplish the seemingly unattainable while having fun. Someone who has a thorough understanding of their industry sets a strong personal example and is skilled at persuasion will exude energy.

Edge:

Having an edge is having the guts to choose one of two extremes. Smart people may consider a situation from all possible angles, but smart people with an edge know when to stop and make a difficult decision, even without all the facts.

Execute:

The ability to execute refers to the capacity to complete a task. It turns out that someone can be upbeat, inspire those around them, make difficult decisions, and still fall short of the goal. Execution is a special and distinctive skill. It indicates that the person can move decisions forward to completion despite opposition, commotion, or unforeseen impediments. People who execute are aware that getting outcomes is what wins. Leaders with an edge excel in their roles.

Conclusion

Using the 4E’s, firm presidents and chief executives may quickly and effectively determine the future generation of leaders. It is believed that the first three E’s are more about leadership than management. It is possible to be a good leader with only the first three E’s; but to succeed, you need great managers who can work with you to ensure your vision is carried out.

A great leader is someone who can comprehend and use all four elements. Anyone who can understand and use all four aspects is a superb leader. Finally, and this is very important, you should be able to communicate that objective to your clients. This will enable you to inspire your employees and share a vision with them.

So, how do you think you compare? Investing in regular corporate agile training programmes and workshops can help you become a great leader and help you put the 4 E’s into practice.

Enrol Now

5 proven ways to build customer trust for sales managers

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5 proven ways to build customer trust for sales managers

Sales professionals are repeatedly reminded of the truism that, to win over customers, it is important to focus on earning their trust. While engaging with a customer, success proves elusive if the focus is on chasing revenue.

Customers engage with businesses how they engage with people and build relationships only with companies they can trust.

Customer trust increases customer retention. Studies show that an increase of just 5% in customer retention increases profits by 95%. It pays to gain customer trust. Another study shows that 83% of customers recommend a business to others only if they trust it. Winning customer trust helps retain not only customers but also win new customers.

The five approaches that salespeople can adopt to win customer trust include:

Provide the best customer service

Customer service is proof of the business’s commitment to its customers’ interests. Superior customer service shows that the company cares enough about its customers’ concerns. Superior customer service reveals that the business cares enough about its customers’ concerns.

The quality of customer service impacts customer retention. It is important to have a dedicated customer service team that reliably addresses all customer issues. The service team should have performance guidelines that ensure that customers receive efficient and consistent service. The service team should also be trained to provide the customers with all the information that they might need.

Businesses can avail themselves of corporate sales training programs for this purpose. The team should also have the autonomy to stretch the contracted customer service terms within reasonable limits. Going above and beyond is a sure way to win customer trust.

Share customer reviews and testimonials

Customers tend to trust reviews and testimonials of other customers over the business’s marketing messages. A study found that 72% of customers trust a business with positive reviews and testimonials. When customers recommend a brand, it builds trust in the brand. Customers trust what other customers say more than what the brands themselves say. Positioning a brand, as the one favored by other customers, on the strength of the reviews and testimonials, is a powerful tool for building customer trust and winning their business.

Be Honest and Transparent

Customer retention is difficult to achieve because customers have multiple options to choose from for their product or service needs. Building a pool of loyal customers is best done by being honest and transparent in dealings with customers. Set up the right customer expectations by letting the customers know exactly what they can expect at the stage of signing the contract itself. The sales team should be honest about the pricing offered and be sincere in its commitment to working in the best interests of the customer. The best corporate training and development programs always emphasise the importance of honest and transparent dealings with customers.

Request for, and act on, customer feedback

Customer feedback helps businesses improve their products and services. Feedback helps companies in assessing levels of customer satisfaction. In the absence of feedback, companies will have no means of judging what customers think of their products and will have no tool to estimate the business’s long-term success.

Seeking feedback serves to show customers that you value their opinion. Acting on feedback is an excellent way to show that the relationship is two-way and that you value customers more than their revenue.

Be Reachable

Prompt customer service is essential for delivering a great customer experience. The business’s service reps should be reachable either over the phone, e-mail, live chat, or social media. Being reliably reachable reinforces the recurring theme in this list of suggestions that the business is trustworthy. Being reachable and delivering superior customer service, as all corporate learning programs will tell you, shows customers that you value their custom-enhancing customer trust

Final Thoughts

Valuing your customers is the key to building trust. This is only possible by delighting them at every possible touchpoint. Suppose the sales team puts customers’ interests first before everything they do. In that case, the customers will know that they are the business’s top priority, and customer trust and loyalty will follow automatically.

Finding the Right Corporate Leadership Development Programs in the UAE

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Finding the Right Corporate Leadership Development Programs in the UAE

Leadership development is a combination of initiatives and processes that hone the leadership qualities of people. Successful leaders have the foresight to create value, and lead, and transform teams and organisations. They deliver optimal results by inspiring their teams to perform enthusiastically with better efficiency and motivation.

Corporate leadership development programs condense leadership qualities and skills into activities and lectures. The participants get a hands-on learning experience. The focus is on understanding governmental and corporate practices, board dynamics, governance, and corporate strategies.

What is the impact of corporate leadership development programs?

The training modules provide a comprehensive learning program to boost self-confidence and self-awareness among individuals. They equip them with ideas and insights for application in workplaces. Such leadership management programs help to generate new levels of employee engagement.

Leaders can establish better communication channels with their teams and customers. With UAE becoming increasingly multicultural, such leadership development programs help leaders overcome cultural gaps to work cohesively. The training combines historical, analytical, and modern-day management views to implement in real-world cases. 

Leadership programs include organisational skills, motivation techniques, ethical decision-making, personal development tools, and a guide for better teamwork. The target audience includes experienced, first-time as well as transitioning leaders.

What are the effective leadership qualities included in programs?

Leadership management programs are curated to guide and train leaders to nurture key roles required for an organisation’s growth. Thus, training includes teaching and developing the following qualities in them:

 

  • Emotional intelligence

 

A good leader can control emotional reactions according to situational requirements. Leadership training incorporates emotional management, as it is important for leaders to strike the right emotional balance.

 

  • Visionary

 

For any organisation to move forward, a vision must be driven at all levels. Vision provides motivation, value, and purpose to the workforce. Leadership management programs guide creating a vision accompanied by a mission, objectives, and strategies.

 

  • Team builder, role model, and team player

 

Being a leader means having the capacity to work with teams and motivate them to achieve strategic objectives. A leader is as good and effective as their team. Hence, it is important to select the right candidates as per the organisational and cultural fit. To ensure the workforce is aligned as per the work culture and organisational objectives, leaders play a pivotal part by being role models to other employees. 

 

  • Future-ready

 

Due to the dynamic nature of work, organisations need to evolve and adapt to stay competitive and relevant to their customers. Leadership development programs prepare leaders to be innovators and future-ready through role-play scenarios and case studies. 

How do you select good corporate leadership development programs?

It is important to pick the right leadership management programs for effective results. A few pointers that help in the identification of such programs are:

  • Proper details about the program, which include the time required, modules covered, cost, and background information about the instructors
  • The level of customisation offered because the notion behind such development programs could vary across organizations and industries.
  • A proper mix of global standards, best practices, and cultural ethos of the UAE.
  • Cater to small groups so that the instructors can engage with all the participants to give a personalised effect

Corporate leadership development programs provide employees with better professional development opportunities, which empowers them. They are great for networking and collaboration. Improved leadership improves the work culture, motivates the workforce, and provides a sense of belongingness.

5 Benefits of Executive Management Training for Employee Training and Development

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5 Benefits of Executive Management Training for Employee Training and Development

Every ambitious company seeks to find the best employee training and development programmes. While there are so many training and workshops taking place in corporate houses, there is also a need to look at what could be the most impactful form of employee training. Executive Management Training is a comprehensive way to upskill employees. These programmes are backed by a well-researched curriculum, seasoned faculty, and tested pedagogy.

Critical to an organisation’s performance is having well-trained employees. Leadership development courses inculcate in employees a strategic viewpoint that aligns them better with the organization’s goals and performance. A high-performing employee also needs to be a creative thinker in solving programmes and have leadership abilities to drive a team towards delivering results. These are some of the key goals that are achieved by executive management training.

1. Well-researched curriculum

While the latest fads in training make noise in the media, impactful learning comes from a well-researched curriculum. A curriculum that has been developed in consultation with the industry, and is relevant to the digital era, will go a long way in enhancing an employee’s motivation to tackle today’s challenges.

2. Executive management training can be customised

One of the biggest advantages of an executive management training programme is that it is delivered after a one-on-one consultation with the institution seeking to conduct the programme. Many online programs, books, video libraries, and conferences fall short of making sense to the employees because these are not delivered by considering their existing skill sets. Executive management training fixes this problem.

3. Fosters better alignment of the employee with the company

Employers struggle to convey their vision to their workforce. It is a continuous process to align their executives to the company’s goals. One of the best ways to achieve this is to finalise an executive management training programme that is in sync with the company’s goals. The executive management training will impart skills to help employees align with the company’s goals.

4. Stimulates creative thinking in employees

Executive management training includes lectures, reading, group discussions, assignments, projects, and presentations. This style of delivery enables an employee to think out of the ordinary. These exercises challenge the thought process of a participant and stimulate creative thinking. Thus, such employee training and development programmes re-orient the workforce to participate in their work more intensely.

5. Prepares the next crop of leaders and managers

A company can conduct executive management training for employees who are going to be in managerial positions. A thriving company requires managers in the company who have gone through a lead management programme. Executive management training inculcates much-needed leadership orientation in its participants through team-building activities and presentations.

An organization’s performance depends on employees’ skill sets and training, amongst other factors. This is one strong incentive to evaluate the merits of various employee training opportunities thoroughly. As we evaluate them, we find that executive management training programmes deliver a comprehensive impact. Several key benefits make executive management training the best opportunity to train employees.

Imarticus Learning has conducted programmes for the world’s leading companies and understands what it takes to upskill employees that would enable them to be the best performers in the marketplace of today.