Training For Team Leaders

Dear Friends,

I am planning to start a training programs for all the team leaders, i would appreciate if you could share with me on what different topics i can initiate and conduct these training programs.

I will be grateful if you can share some of the material in these regards. Hoping to get replies soon.

Regards,

Mohammed Azmath

Dear,

Hi,

Recently I trained some tem leaders in an organisation.
It was a three day residential program we conducted outside the city and includes the following modules:

#Motivation in changing scenario
#Passion towards work, enjoying the work.
#Building positive attitude
#Managerial effectiveness through Self Awareness: where you can include self introspection with the help of SWOT Analysis.
#Personality assessment tests and evaluation
#A presentation on 7 habits of highly effective Managers, which includes
improving skills, leadership, time management etc.

So, I hope you'll be able to chart out your own modules on the basis of these guidelines. My suggestion is to include the last topic for sure which can be handled by an experienced trainer.

Cheers
Archna

Dear Archana,

Thank you for your detailed description. It is really of great help. If you can forward some material in this regard i'll be greatful to you. My mail ID is

Regards,

Mohammed Azmath

can you fiorward that to me too.

My id is

Hi Mohammed,
I have done extensive design and delivery of team leader training in NA and Europe. Without knowing the specific accountabilities of Team Leaders in you organization, it is somewhat difficult to make specific recommendations that would be of value to you. Typically these are individuals who may have aspirations towards upward mobility to the issue becomes their value to the organization and personal growth.

Suggest you need to consider modules on:

1. Interpersonal Skills
2. Effective Communications
3. Leadership Competencies
4. Delegating
5. Empowerment
6 Mentoring
7. Motivation
8. Presentation SKills
9. Coaching skills
10 Team Building

Hope these suggestions will be of some value to you.
Cheers
Jo Verde

Dear JEV,

Thanks for the inputs. As you have done extensive design and delivery for the team leaders, it would be really helpful for me if you could forwars some of the material on these related topics, from which i can take forward.

Hoping to recieve a reply to my mail ID

Regards,

Mohammed Azmath

Dear
Ready made material rarely works. It works when the presentations are supported by sufficient reading material. The material is usually person specific and abbreviated to their convenience and linkage.
It becomes difficult to use other's material as a good trainer. I shall suggest you to work your self for best presentation or devote sittings with any trainer and then take his work.
Best wishes
Manoj

Hi Mohammed,

While I respectfully disagree with most of Parashar's post, I will say that most of my designs are copyright and modules that our company actively markets.

My intent in forwarding you topics was to provide information on topics/modules you might consider including in your team leader training.

As with all "off the shelf" training, customization needs to occur to meet the specific client needs. Reading does not ensure transfer of skills,knowledge and behavior. If that were the case then every student would simply have acquired all of the information and be able to apply with complete success. That doesn't even happen with 25 years of experience. When, as a course designer, you create a corporate training course, you draw from knowledge and past experience in terms of what went well and what required changes.You pilot, receive delegate feedback and make adjustments before you ever present that to a client or workgroup so that you know your designs will meet the competencies gap or intervention required within the organization.

My experience has been that experiential learning provides you with the greatest degree of success in this area and I truly believe that the debriefing and probing at the end of the experience is what creates the opportunity to consider the practical application of the learning.There are any number of design models that can be followed in the design process but all of them include some element of PDCA (plan do check act) to ensure quality output.

Overlay all of this with creating a desire to learn and apply.All professional trainers will tell you, you can not make a person learn as that is a personal choice. Not you nor I can do anything but help/influence delegates to understand the value to them, to the organization, to society etc.

If the culture in which you work support continuous learning and personal development then often times the risk of trying something new and innovative that you have read about or created on your own is reduced. That having been said, none of us, as creators of course design do so with the thought of failure.

Wish you the best of luck,
JEV

Dear JEV,
I do agree what you say as an expert. My contention was to notify dear Mohammed if he is using others' material; better to take "support reading material" too. That helps the practitioner to conduct it in a better way.
Normally when practitioners exchange their own material they might not have done the homework to perfection what an expert do...that is how practioners share their work and experts market it. However, a normal practitioner when requests material from someone, does not expect to buy (to my assumption) and this was my contextual point of making mention to dear Mohammed.
What you have explained to him using PDCA method etc. is praise-worthy.
Thanks for showing concern and further elaborating my version in a better way.
Manoj

Hi Parashar,
Points well made and misunderstanding on my part, clarified.

Confusion exists sometimes for me on this forum on who is a practitioner and those working to market products.

Another point, if you would permit, my definition of an expert
"ex" nothing but a has been and (s)pert naught but a drip under pressure" :-) and why I choose not to be referred to as an expert.

Experienced, yes....years, with many industries segments and cultures, however always, but always, in learning mode.

Cheers
JEV