Effective training should involve multi-modal experiential methods that provide knowledge content, opportunities for practice and reflection, refinement, and action planning (Kolb, 1978).
Why experiential methods? We know leaders learn through watching someone do something (vicariously), through listening to someone explain something, through reading about something, though putting oneself in an environment (enculturation), and by memorizing (rote learning). The most effective approach, however, employs cognitive, affective, and behavioral methods and encourages leaders to stretch beyond their current practices.
Team Building is commonly used for diverse purposes such as to renew a sense of organizational commitment, promote a culture of harmony, provide opportunities to surface disagreements and misunderstandings, establish norms for newly formed groups, or clarify objectives. This process can be facilitated through a series of problem-solving activities, indoor and outdoor simulations, and didactic learning. Teams are encouraged to develop healthy processes that involve clear objectives, absence of process loss, role and goal clarifying, and creating clear communication.
Companies who focus on team building:
Group coaching is small group leadership development with the intention of increasing self-awareness, building alignment along specific themes (e.g., sales, cross-functional units, peer learning, or innovation, for example). The process can be custom built to include assessment, feedback, peer-sharing around challenges, reflection, and action planning.
Engaging an experienced facilitator to lead a meeting can enhance effective meeting management. The goal is to keep conversations on track, to find actionable outcomes, and to tailor the work to the needs of the organization.
A facilitator can help:
Meetings can include Executive Leadership Retreats, Strategic Planning, Team Building, and establishment of Metrics and Score Cards.
Effective organizations thoughtfully engage in talent management beginning with selecting the right people to do the work that needs to be accomplished. Personnel selection involves matching the appropriate assessments to measure potential applicants to identify who is likely to be the most successful in the organization.
Selection addresses the following questions: