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Companies that have women in leadership roles have traditionally fared better than their counterparts during times of crisis, according to studies. Today’s leaders are looking for jobs based on how they can make the world a more secure and smarter place. Many of these leaders are women.
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Many people think that your title may define your level of leadership, however, in today’s workplace, that’s not the case. In fact, the leaders of today’s organizations are not necessarily looking to land an executive title, nor are they looking for a career track until retirement. Instead, today’s leaders are looking for jobs based on how they can make the world a more secure and smarter place. Many of these leaders are women.
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I learned several lessons facilitating the program this year, but the most impactful has been to commit to evaluate application back on the job post training. This is always a challenging task, but by committing to it, we were able to support the first time managers with a plan for success when they returned to their day to day responsibilities.
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Over the years, our organization recognized the need for a process to provide consistent and formal training and preparation for our leaders. There was an inherent need for a solid foundation that would foster continued growth and success within the workplace AND to ensure that we had successful leaders in place, doing the right things in the correct manner while utilizing sound business practices to do so. In order to achieve these current and future goals, the PeaQ Performance Qoaching Leadership Development training was born and grown within our organization.
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LEADER and Gables Leadership Institute are leadership development programs that focus on building leadership competencies through a combination of classroom and experiential training paired with challenging creative problem solving projects.
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One of the key yet simple lessons learned is if you give managers simples tools and frameworks to approach what can be perceived as an overwhelming conversation (the career conversation), you will see an increase in the number of career conversations managers are having. Since we know that having career conversations increases employee engagement, this is viewed as a great success.
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This program is focused on first time Managers and Supervisors; however we have students who have been in their management roles for a while who are looking to refresh their understanding or gain insight that they may not have previously received in formalized training. We’ve had Senior Directors participating in classes with first- time supervisors which brings another level of learning to the program as they can collaborate together and build relationships that go beyond the classroom.
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The overall objective of our ‘CORE’ emerged out of the vision and purpose of the sales channel. Channel’s vision of sustainability, scalability and profitability has defined required competencies for key roles in the channel.
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The sQholar program was designed by Corporate Training, Human Resources, and Operations to provide a career path to management opportunities for top performers. This 6-month program provides future leaders with the training needed to successfully execute and perform at a level that gives their team an opportunity to meet or exceed performance expectations.
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