Leadership Courses form a substantial part of modern leadership development strategies. A leadership course can be defined as a “prescribed learning programme followed by applicants under the supervision of a leadership organisation”.
There are several categories of leadership courses, and I will attempt to classify and document all types here.
1. One-on-One leadership coaching
Leadership coaching will often follow a standard leadership model used by the consultant on several clients. Personal leadership coaching is in my opinion the best quality of leadership course available. The tutoring will be 100% tailored to your needs, your performance, and your feedback will be extremely detailed and relevant. Visit our Leadership Coaching page for more information.
2. Industry-standard leadership courses.
Each large industry will have its own officially recognised leadership qualifications. In the education sector, there is the ‘Leading from the Middle’, ‘Leadership Pathways‘ and ‘National Professional Qualification for Headship’. In the health sector, each NHS Trust offers a range of leadership development programmes as detailed here for one trust as an example.
3. Leadership-related degrees.
Leadership diplomas and Online Leadership Degrees are available in two very different forms:
3.1 Leadership Bachelor Degrees
Foundation Degrees in leadership and management are available at practically every University in the UK that offers modular management learning opportunities. This campus-based learning offers a theory based approach to leadership, and is often taught in lectures or by self-reading.
3.2 Leadership Degrees Online
Leadership degrees online can be sourced from a variety of providers, however it is often difficult assessing which providers and genuine bone fide Universities with official rights to confer letters after your name (e.g. Bsc (Hons)). More information relating to these degrees, how to pick the cream of crops, and how to avoid being scammed, is on our Online Leadership Courses page.
4. Leadership Classes
Leadership classes are usually undertaken outside of the work environment, privately in the employees own time. For this reason, it is important that these tools and courses are affordable, and out of this necessity came leadership classes, with several participants engaging in the same course. This helps to reduce fees and also provides a great learning environment. Visit our Leadership Classes page for more information. An example of a leadership class is the Next Generation Leadership Programme.
5. Leadership Books.
Right at the extreme of the leadership courses definition sits leadership books that offer a structured method to improving your leadership skills.
Advice on Leadership Courses
It is crucial that you match the cost, time frame, official recognition and effectiveness of these solutions to your precise needs. A misjudgement on which type of leadership course is relevant, could cost you £1000s in unnecessary fees, or could set you back a year in your career progression. So make your decision carefully, and consult those around you, especially your manager, counselor or HR expert.
Welcome to the second article in a teamwork series at Leadership-Expert.co.uk. Within this series, we aim to bring you up-to-date theory on the fundementals and advanced techniques relating to teamwork in the modern organisation.
2. How Can I Build a Powerful Team?
Having good team players is key to great teams. No matter what other fancy stuff we do in the name of team building, if your team members are not good team players, managing the team will be quite a struggle.
How can good team players be developed?
Team players are usually the people that are known for sharing and hard work. This alone will not be sufficient as people also want to see their career progress and be recognized.
Then how do you focus people towards the team goals?
Being a team player often involves doing the right thing by not always having your self benefit in mind. Again, in this age of fast forward on careers and achievement, I cannot see how most people will accept this line. The question of “what is in it for me?” must be answered.
Team goals and objectives must be set. There is no compromise for this because there is no need for the team if not for the project. Now, for the team members. They must have their personal development goals also set. In some organizations, employee development plan is part of the people development process. In fact, people placement into projects are very much influenced by the employee development plans. If this has already happened and the team members are in line for career progress through this team assignment, then half the battle is won.
If this is not how they were assigned, then the project manager or the team leader can discuss with the team members on what are their development and career progression goals. Many a time, it is possible that by contributing to the project success, the team members would also make progress. The fact that you even bothered to find out what are their personal development goals, you would already have created a positive impression with the team members. Just this alone could make a difference in your team building efforts.
There will be times when the project goals and the team members’ plans are not in a similar direction. First thing you must do is to decide whether skill-wise this person fits into the team requirements. If not, do yourself and the team a favor and get a replacement for this person. You might also be doing this person a favor.
However, if it is not a skill mismatch, then understand this person’s aspirations and see if it is possible to assign some activities that will achieve these. Again, it will be a win-win-win-win situation for you, the team, the team members and especially the project which after all is what it is all about. Just caring enough for the individual will make the person contribute more to the project.
If despite all this, the team members still think that this project or team is not where they want to be in, then there is one other suggestion. It is not always that we can choose exactly what we want to do. But then, it is not always that we know what are the possibilities in our lives. Maybe, this is the opportunity that will bring something different that could lead to new possibilities. Suggest that they look for new skills and experiences that will become part of their resume for the next job.
Remind them of Napoleon Hill’s ” Every adversity, every failure, every heartache carries with it the seed of an equal or greater benefit.”
This is not hype! How can it be hype if Napoleon Hill’s books are as popular now as they were years ago? But if the project or team leader thinks it is hype, then this is a difficult step for the leader.
As someone said ” I don’t care how much you know until I know how much you care”. I think one of the secrets in team building is caring not only for the project but also for each of the team members.
This is an article from guest author from Regina Maniam
The success of every corporate organization largely relies on its team-members performances, right the way from lower order employees to highly regarded directors. FTSE 100 managers constantly undertake various leadership exercises to improve the performance of their organization. By using these leadership exercises, they can help craft the atmosphere of their organization.
By using the leadership exercises, the person can increase the productivity and quality of the company. He has several leadership qualities to manage the performance of any corporate organization.
One of the integral parts of these leadership exercises is the teamwork consistently. Such ability to perform with groups increases the strength, productivity and quality of such organization. Such teamwork as a part of leadership exercises contain the skill of the leader to spot the positive points of his team members. Also apart from his teammates, he also gives importance to strengthen his organizing abilities. The leadership exercises also include the quality to tie up the skillful individuals into one unified entity. Also while uniting these skills and different human characters, the consent about the type of work, organization, ideology of the organization is one of the integral part. If the leadership exercises fail to satisfy their team members, the productivity will less and that makes crises in the organization.
So create an environment of mutual understanding is vital leadership exercise for making the environment fresh and undutiful. The true leader always gives emphasis to leading from the front. So leading the team with courage and confidence is the significant part of the leadership exercises. Such positive signs from the leader make the environment of the organization positive and optimistic. Also such leadership exercises also possess positive and attacking thinking which makes him and his teammates hungry for success. the encouragement, admiration and appreciation of the legendary qualities, dynamics of the team members is one of the type of the leadership exercises . These techniques are essential to increase the confidence among the team members.
While recruiting and appointing the eligible candidates, various leadership exercises are held by the corporate sectors, government sectors. The main aim of such leadership exercises is to familiar the trainee candidates with factual leadership tasks, responsibilities and problems regarding the leaderships.
In professional courses like MBA program, various internships of technical courses, civil services examinations; there is a provision to firstly conduct the leadership exercises for the selected, eligible responsible candidates of such course. So the main objective behind that leadership program is to develop the leadership qualities like teamwork, decision making in critical situation, developing the positive mindset, attacking attitude, etc. so these are the vital leadership exercises in the training program which makes the candidate well prepared for the actual situation in society while facing the crises.
In such leadership exercises, the inclusion of the leadership tips gives the candidate slight idea or experience about the adversity of exact problem. Such leadership tips contain the objectives of the leaders which are the vital part of the leadership exercises. These tips are making a plan to achieve the target, building a competent team to achieve that target, making the co-ordination between team members to achieve such targets.
Adapted from an Article Written By Muna wa Wanjiru – http://www.merpetsales.com/leadership/Leadership-Exercises.php
Leadership Development Training is just one of the leadership development articles at Leadership Expert™. In this article, we will be taking a brief look at what leadership development training is, how much it costs, whether it’s a worthwhile investment, and whether there are any cheaper alternatives.
What Is Leadership Development Training?
Leadership Development “refers to any activity that enhances the quality of leadership within an individual or organization“. Therefore leadership development training is the formalisation of these activities into a structured plan to develop leadership in employees. Leadership training has taken centre stage in recent decades as managers across the world have turned their attention to nurturing and encouraging leadership skills in their staff. Modern day leadership development training is the manifestation of that attention.
Leadership development training includes activities such as seminars, leadership coaching, leadership classes, and other leadership services. More often than not, these are provided by external leadership training specialists. Even Fortune 500 companies seem to prefer to outsource their leadership development training rather than keep in-house dedicated staff.
How Much Does Leadership Development Training Cost?
Pricing varies wildly per employee depending on which type of training solution you adopt. One-on-one leadership coaching will cost between £100-£300 per hour, and hence will only be a cost effective leadership development training solution for senior management.
For middle management – small seminars of 5-10 participants are often used, that cost roughly the same (£100-£300 per hour) but naturally provide for a far greater number of employees to benefit from this same fixed cost.
The cheapest or ‘best value’ leadership development training for organisations are hired motivational leadership speakers who can literally speak to hundreds of your employees at once. Logistical problems aside, this solution is common in the USA due to its simplicity and low cost-per-employee. However the drawback with such events are that the package cannot be personally tailored to a specific job role, never mind an individual person. And as such – these events can be largely ineffective in actually improving the real leadership skills of employees.
So as you can see, there is a very clear trade off between cost and quality of leadership development training. You quite simply get what you pay for.
Great leadership is one of the keys to long-term organisational success; so how come there seems to be such a shortage? In the corridors of political power, and in the boardrooms of large and small organisations, we regularly hear the questions: “Where is the inspired leadership we crave?”, “Where is our next generation of leaders coming from?”, “Where is the flair and inspiration we need to take us to the next level?”
If asked, you could probably say what ‘leadership’ is. Like everyone else, you’ve read the books and seen the leadership competency frameworks. You could clearly describe how it feels to be well and poorly led – you ‘know it when you see it’. But how many current great world leaders can you name off the top of your head? How many great leaders are there in your organisation now?
Why do so many people, knowing what good leadership is, fail to demonstrate it themselves? The first place to look is in the learning environment where leaders are usually developed.
What They Didn’t Teach You about Leadership
1. There is an imbalance in leadership training. There is not enough emphasis on the skills, central to great leadership, of inspiring others with beliefs, vision, values and attitude; and too much emphasis on the importance of systems, planning, measurement, budgets, controls and procedures – in short, on management! Does any great leader ever manage people into following him? No, he inspires them, motivates them, keeps them in touch with the bigger vision – he leads them.
2. As a business leader, you have probably been well trained in logic and analysis. But a key leadership skill is the application of ‘emotional intelligence’ – the ability to know when things are ‘true’ or when they are ‘off’, when people are truly inspired, or just paying lip service. As a leader you need emotional intelligence to manage your own and others’ emotions, and you need skills appropriate to this task. Trying to do it by analysis and logic is about as effective as trying to drive a car by studying from a manual how the engine works.
3. People, especially in the business world, tend to avoid emotion – expressing it, dealing with it, looking at where it came from and its role in a situation. The rationale for not dealing with emotion, the very essence of leadership, is that all ‘this emotion stuff’ is ‘not professional’! Not so: it’s only ‘unprofessional’ to suppress emotion or express it inappropriately. When all ‘this emotion stuff’ is not explored and resolved in leadership groups, it always produces long-term tensions and political battles. These cause acute stress in individuals and cripple organisational effectiveness and efficiency. At the same time, they also destroy satisfaction, joy, fun, friendship, health, trust and a good night’s sleep!
4. Leadership skills like vision, inspiration and emotional intelligence can be trained on training courses – but it takes a different kind of course. In most leadership training programmes you will see models of leadership discussed, followed by practical exercises that analyse logically what went right and wrong in a ‘leadership game’. It’s all familiar and fun, but what’s being taught are the elements that underpin leadership, not the essence of leadership.
How Can You Learn to ‘Do’ Great Leadership?
There are two effective routes to successful leadership, depending on your budget. If you are a large company, then a leadership coach is certainly your best option. A good coach can help you develop skills appropriate to your working situation, and hence help you build competencies that you know will improve your performance.
Adapted from an article written by – http://www.shineconsulting.co.uk
If you’re looking for a review of “The Pursuit Of Something Better” then you’ve come to the right place. I’m currently reading an advance copy, and will be publishing Leadership Expert’s official review within a week, so stay tuned!
‘The Pursuit Of Something Better’ follows the story of US Cellular – a regional telecoms company, through its journey to becoming home to one of the most vibrant and motivated cultures in the USA. As an underdog in the telecoms industry – US Cellular has to fight to survive in the modern world, but the employees fight for it, due to their extreme loyalty and pride.
On one day every year, the managers from across the organisation leave their positions to attend a conference that announces the results of something very dear to them – the annual employee satisfaction questionnaire. Grass-root staff rise to the challenge and the company ticks over just fine without them. The atmosphere at the conference is likened to that of a concert – not an annual review. What on earth has happened at this company to drive such enthusiasm?
Well, you’ll have to buy the book yourself to find out!
Review is coming soon!
This title was released on the 15th of August 2009.
You can pre-order this book on Amazon UK here
We all face leadership challenges at some point of our lives. If you’re searching for leadership challenges then you’ve come to the right place. You could be looking for one of two interpretations of this phrase.
1. Leadership challenge to mean, an attempt to overthrow your authority. “What can I do to protect myself against somebody overuling my leadership?“. For the answers to these kinds of questions, I suggest you reflect upon your own leadership skills rather than those of your ‘competition’. Are your leadership skills up to scratch? If you want to improve them, click here.
2. Leadership challenges to mean difficult and rewarding leadership experiences. “How can I deal with this situation and come out of it a stronger person?“. This is the topic this article deals with.
In most organisations – you will encounter challenges as a leader many times a year, possibly even many times a week, depending on how much pressure is placed on your role. The key to dealing with these is to quickly picture in your head a clear image of the benefits you would receiving from successfully accomplishing this task. Reduced stress? Increased respect? Improved promotion prospects?
Almost every scenario you will encounter – glorious benefits will await you on the other side. The thought of these will help motivate you, and that is why I ask that you picture them immediately.
Next, you need to look inwards and decide whether you have the appropriate leadership skills and experience to be able to overcome the current difficulty. Don’t worry if you look at your skill set and admit ‘I’m not experienced at this area’, because you can certainly compensate for lack of experience by good preparation.
To hone up your leadership skills I’d recommend buying a quick and effective leadership course such as ‘Apply Leadership‘, which is the product I talk about most to those who ask me which leadership e-course I would recommend. (You can follow the link to read my review).
Once you have the benefits clearly in mind, and a good preparation, it’s time to tackle the leadership challenge head on. This will probably involve implementing a strategy of leading that you are perhaps not 100% comfortable with. Perhaps you read a leadership book that suggested a certain leadership style, but you don’t feel that it’s working. Don’t worry! A subtle change of direction can go unnoticed by the workforce if you display confidence in your actions.
Follow these tips and you will be able to weather any leadership challenge, and emerge from the other side as a success leader with an extra notch on your belt!
Looking For Infomation On Leadership Services?
You’ve landed on the right page.
Leadership services come in many different flavours and vary in price to suit the budgets of different organisations. The 3 main types of leadership services are:
1. Leadership Coaching
2. Leadership Training
3. Leadership Classes
4. Leadership Development Consulting
What I’ll do is quickly run through each type, and provide a link to a page on Leadership Expert that describes more about the different leadership services.
1. Leadership Coaching
Leadership Coaching is one of the most expensive type of leadership service. Provided by individuals whom are usually qualified by experience, and not necessarily qualification; leadership coaching is aimed at senior management of medium to large businesses.
2. Leadership Training
Leadership Training is an ambiguous term. Is usually refers to corporate training provided to ‘batches’ of employees, particularly upon recruitment to a certain level of management. Leadership training still retains some of the one-on-one interaction that you’d gain from leadership coaching, except this leadership service can help up to 50 employees to develop their leadership skills at the same time. This slashes the cost-per employee dramatically.
3. Leadership Classes
‘Leadership classes‘ is usually used to describe courses that individuals enrol in outside of the course of their employment. These are undertaken usually with the view to improve performance or to improve their prospects for promotion. These classes are usually rather expensive, and hence is an undertaking that really demonstrates the individuals desire to succeed.
4. Leadership Development Consulting
Leadership Development Consulting is a specific branch of leadership services that have a wider scope than other leadership services. While leadership classes and training focus on the personal development of the participant, leadership development consulting is also delivered with the organisations challenges and problems in mind also. Leadership consultants are first briefed on the specific nature of a businesses problems. The consultant will then analyse both the leadership management, and the leadership culture of the company. The consultant will end by apply their own knowledge and techniques to the scenario, to provide a relevant and effective solution.
How Effective Are Leadership Services?
The effectiveness of leadership services are limited chiefly by the employees willingness to open up to new ideas, and to implement ones that they aren’t at first wholly comfortable with. Leadership services don’t necessarily offer ‘agreeable’ solutions – but tried and tested ones, and thus management must be willing to try out techniques that they have previously rejected.
Is There A Cheaper Way To Improve My Leadership Skills?
Of course there is. Like many things in life – if you look in the right places, you’ll always be able to find a great resource for a bargain. I often recommend ‘The Ultimate Leadership Guide‘ to people because it’s an inexpensive and effective way to boost your leadership skills in a short space of time. It only costs a fraction of the price of a single leadership class, so that’s my advice.
Leadership Culture – What is leadership culture, which type does your organisation have, and how can you improve it?
Edgar Schein (1985) defines Leadership culture in an organization as being comprised of three elements: Basic assumptions, value and artifacts – with basic assumptions being the most important and in-grained element, and artifacts being the most superficial and easy to change.
Basic Assumptions in Leadership Culture
Basic assumptions evolve in a company after an action is repeatedly performed. These basic assumptions become part of our perception of our collegues and processes, and are so pervasive, they touch upon thought processes such as;
1. What we pay attention to.
2. What things mean.
3. How we should react emotionally.
4. What actions we should take in reaction to day-to-day events.
If you’d like to see a demonstration of different assumptions in action, then I’d ask you to imagine the reaction a Bailiff would have to someone objecting to pay them, and compare this to the reaction a small industrial company would have to someone objecting to pay them. To the bailiff this would be an ordinary and unsurprising occurrence – and they would feel little wrong in continuing to hassle the non-payer for money. On the other hand, a small industrial company would be concerned about maintaining good relationships with customers, and would approach the situation far more sympathetically. Neither reaction is necessarily the universal ‘right’ way to handle this occurrence, this is why different cultures form in the first place.
Values In Leadership Culture
Values are a less permanent form of leadership culture, and thus are more easily changed than assumptions. Values reflect consensus in the organisation as to how things “ought to be done”. Examples of popular values are:
1. Equal opportunities for all employees regardless of age, race, religion or sexuality.
2. Employees should strive to produce high quality work.
3. Employees should always pursue challenges and opportunities for growth.
Values sound like ‘lip service’ items, but to take ‘pursuing challenges’ as an example – in professional services firms, it is genuinely frowned upon for a member of staff to attempt to stay in their comfort zone and not wish to be promoted further. Values are those beliefs that are commonly held across the company.
Artifacts In Leadership Culture
Artifacts are the most ‘obvious’ and present manifestations of a business’s culture. These include manifestations such as
1. Mission statements.
3. Methods of communication.
4. Technology used
5. Business strategy, such as level of customer service
Artifacts are proactively constructed and sculpted, and hence can be controlled easily by management. If however, artifacts that have been over-managed can become in-congruent with the employee’s actual culture – and their influence over organisational culture becomes minimal.
How Can A Leader Change The Leadership Culture?
What this theory demonstrates is that the basic assumptions in a company’s culture need to shift to improve the culture as a whole. This can only be changed through leading by example. This means you need to improve your own leadership skills and display them confidently. If you want to quickly improve your leadership skills then I suggest you check out a cheap product that other leadership professionals and I recommend to our clients: The Ultimate Leadership Guide.
People & Leadership. Two words that are undeniably related. People & Leadership are almost the same thing. Without people, leadership is an empty characteristic. Alternatively without good leadership, no amount of people can help an organisation to meet it’s corporate goals.
If you’ve landed on this page, you’re probably looking to either develop leadership in other people, or develop your leadership over those people.
People Leadership – Developing Leadership In Others
Developing leadership in others takes time and energy. There are no quick fixes in the area of people leadership. To inspire subordinates and collegues to start their own journey in personal development, you need to have respect from them, and genuine respect is hard to come by in the workplace. Follow the following tips to increase your success at spreading leadership skills.
1. Be patient. Leadership is a complicated skill that needs to be nutured over an lengthy period of time. If you expect people to become leaders overnight, or during a powerpoint presentation, then your goals are unrealistic at best.
2. Teach by example. The best way to share leadership skills is to teach others indirectly. You can do this by simply leading to the best of your ability. This is a crucial point to give more thought. It suggests that you can actually help people develop their leadership skills by simply working on your own!
3. Be as original as possible. Leadership is taught worst when it is delivered in a ‘straight out of the box’ course. To really engage your employees, you’ll have to adjust, tweak, and inject some personality into any formalised training you give.
People Leadership – Developing Your Own Leadership Skills
Pursuing your own leadership development is admittedly an easier process. You are in complete control of your own behaviour and activities, and thus you can shape a plan of action to help improve your leadership skills. Here are some quick tips to help you go about doing so.
1. Educate yourself. One of the easiest and most practical actions you can do right now is to educate yourself and read widely on the subject. This could include looking in our leadership archives to explore deeper into the world of self improvement. You’ll find plenty of articles and material to get you thinking about leadership.
2. Invest in yourself & try out inexpensive e-courses. In the modern age there are a wide range of digital courses out there for you to absorb and master, some of which are available for the same price as a restaurant meal. Such courses would normally cost hundreds of pounds if taught in person, but due to the ‘free’ delivery of such products – their prices are rock bottom. If you want to quickly improve your leadership skills then I suggest you check out a cheap product that other leadership professionals and I, recommend to our clients: The Ultimate Leadership Guide.