What To Avoid In Leadership Development Program Creation
Everyone makes mistakes. That's one of the perks of being human, in fact. We're allowed to make errors so long as we learn from them. But faux pas in online training design can be catastrophic for your ROI… and employee performance. Particularly for your team leaders who rely on those resources to solve problems, boost productivity, and bring out the best in their subordinates. Your leadership development program needs to run like a well-oiled machine so that managers get all the support they require. As well as identify potential gaps that hold them back. So, which mistakes should you avoid when creating leadership online training for your top talent?
1. Taking The Broad Approach
Every member of your organization is unique. So, why would you ask them to participate in the same activities, certification paths, or online training courses? Your leadership development program must be different for everyone based on their gaps and career goals. This isn't the time for generalities. These employees have proved that they're ready for team leadership. Personalize your approach to go beyond rudimentary policies and tasks. Give them a chance to fine-tune their strengths and work on personal areas for improvement that hold them back.
2. Not Pre-Assessing Team Leaders
This ties into the first item on the list. You need to know where the gaps lie to personalize the process. Pre-assess your team leaders and hopefuls to disclose hidden talents and shortcomings. Go beyond quantitative assessments and offer them simulations and branching scenarios to test their mettle and real-world application. Then adjust your leadership development online training to meet their evolving needs. Self-assessments also prompt trainees to seek out additional resources on their own. Such as JIT tools that can help them 'catch up' before the course commences.
3. Overlooking Practical Skills
A major mistake to avoid when creating a leadership development program is underestimating the importance of skills. As well as overlooking practical talents that employees need to take on everyday challenges. There's no room for theories in leadership online training. Staffers must be able to use what they learn in real-world environments to fulfill their job duties. Incorporate experiential activities that allow them to learn from mistakes. Such as demo videos, task simulations, and personal anecdotes.
4. Forgetting About Compliance And Company Policies
Some organizations venture to the other end of the spectrum when designing their leadership development online training programs. They're so focused on skills and practical application that they forget about the building blocks. Such as compliance issues and company policies that leaders must uphold on the job. I'm not referring to the basic rules that everyone must follow, but the ones reserved for managers and supervisors. For example, how do they reprimand an employee or handle a COI violation? Give them tutorials, demos, and walkthroughs they can use to enforce the rules with tact.
5. Not Making The Most Of Mistake-Driven Learning
I mentioned this briefly earlier, but it warrants a dedication section. Team leaders are still human. They're going to make mistakes. The key is to encourage them to make them in the online training course instead of in the workplace. Because that's when lives are on the line and/or your reputation is at stake. Provide immediate eLearning feedback, so they know where they went wrong and how to address the problem. For instance, they didn't achieve the best outcome during the branching scenario. What can they do differently to improve their performance and avoid making the same errors time and again?
6. No Ongoing Support
Everyone in your organization needs support. You can't simply give them an LMS username and password then leave them to their own devices. Support may be in the form of a JIT library, peer-based coaching, or live events where they get to ask questions. You can also launch social media support groups and online discussion forums. That way, employee training participants can meet up online to share their experiences and insights. As well as commiserate about work-related challenges that have stressed them out in recent days. Collectively, they're able to work through problems to alleviate the pressure and be more productive on the job.
7. Poor Planning And Gap Prioritization
Leadership online training hinges on planning and prioritization. Managers don't have time to focus on every skill or task in the book. So, it's your job to identify the most pressing issues and training topics for your leadership development program. For example, compliance violations are on the rise. Thus, you may need to concentrate on regulations and company policies. Teach leaders how to hold their team accountable and set a positive example. Also, gather eLearning feedback from employee training participants to ensure you're on the right track. They're in the best position to tell you if the current program is on-point or needs some work. For instance, if your course facilitates real-world application so that they can use their new skills to build a stronger team dynamic.
Leadership development online training can virtually transform any employee into a successful team leader. When it's well-executed, that is. Of course, there are other key ingredients to consider. Such as staff aspirations, internal drive, and determination. You can't force an employee to step up and seize every leadership job opening that comes their way. But you can give them ample opportunity to reach their full potential and bridge personal gaps discreetly. Make it personal, relatable, and real-world focused, to achieve the desired outcomes.
Leadership online training benefits every member of your organization, from new hires to higher-ups. Download the eBook Transform Top Talent Into Team Leaders: The Ultimate Guide For Leadership Development Training and find out how to create outstanding leadership development training—along with the pitfalls you should avoid, and more.
