Most executives rise up the ranks by way of skill, hard work and dedication. Yet there comes a time when they lack skills in certain areas of work that need to be addressed. That is why training programs for executive leadership development exist.
- Know your participants. The first thing you need to do before conducting your executive leadership training program is to know the different characteristics and profiles of your participants. Why is this important? Knowing the kinds of people who will receive your training will help you in targeting skills and strategies directed towards them. You don’t want to be training them for skills they won’t need or appreciate, right? You must have knowledge of your working group so that you can effectively communicate your goal in a manner that they will understand. And since you’re training executives for leadership programs, you have to conduct them very professionally.
- Prepare a tailor-fit module. Once you’ve gotten the feel of your participants, prepare an executive training module that is tailor-made especially for them. Maybe these executives are from a financial firm—prepare a module with clear-cut examples and situations that they can apply in the executive management of their business. It’s good to have an overall module for all your training needs, but it’s better to refine it a little bit to suit your participants so that they may better understand what you’re trying to impart.
- Gather resource materials. Maybe you can source out case studies from different companies about the executive difficulties they have encountered; or you can invite another speaker to relate his experiences in leadership coaching development. Whatever form it may take, you are going to need resources from other places to better aid you in delivering your message. This can also serve as a break from your job as a speaker or trainer because you’ll let the resources speak on your behalf.
- Use icebreakers. Yes, this is a training program for executives. Yes, you are speaking among and training professionals. Still the age-old training strategy of icebreakers should apply. Of course this may not be in the form of the executives writing their first impressions of each other on a piece of paper; it could be a little quiet exchange of team experiences in management that they can relate to each other, which they can comment upon. Icebreakers encourage participation, jog the participants’ memories, and draw out unique insights you wouldn’t otherwise be able to impart. You can also use their answers to support some points you are trying to make in your module.
- Get feedback afterwards. Your job of training executives for leadership doesn't end once the program ends. You also have to make sure that the skills and insights you have imparted and they have gained through the program are retained and being applied to their companies. You can also ask them about their feedback on your module so that you can fine-tune it and make it better for the next training program.
Training executives for leadership may sometimes be tough, but make it as light and as fun as possible, because learning usually takes place rapidly in a relaxed environment.