Training proposal

Rationale

Leaders including business leaders thrive on the good performance and success of their team members. Effective leaders spend time developing their team members by assisting and guiding and coaching them (Russel, 2003, p. 23). One of most defining moments of a leader especially in business is the time of transition. Transition always creates tension between him/her and the employees because of the lack of familiarity on mode of operation and their leadership style.

However, good leaders succeed through transition through redefinition of the need for power and control in an organization. New leadership skills and management approaches are crucial to successful transitional leadership in an organization. Achievement of the above calls for training that will equip team members with the necessary skills while helping the new leader entrench his/her leadership (Kirkpatrick & Kirkpatrick, 2006, p. 144).

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Need for Leadership Training

This training will largely be based on the Adlerian theory approach that mainly uses a social model for human behavior to provide a suited framework to improve managerial approached effectively enhancing leadership in an organization. The approach promotes encouragement, democracy and social interest in an organization (Adair, 2010, p. 50).

More important however is the guidance that these principles accord leaders in building a collaborative workforce that gives emphasis to participative management, coaching and employee engagement in an organization. The training is therefore needed to facilitate the change of management as described above so as to pull the organization out of the current crisis.

Objectives of Training

The main objective of this training will be helping employees particularly managers get used to a new approach to management on the organization. This objective will entail training leaders on how to balance the various needs of employees during and after the transition period.

Managerial employees will be trained on the need to involve collaborative leadership strategies so that all employees can participate in the decision making process. The training process will be elaborate and will involve many components that will effectively address leadership during the transition.

Components of training

Participants will be tutored on people skills, coaching, human behavior, communication, motivation, teamwork, diversity and change which according to Adair (2010, p. 53), are necessary for training of this nature. A brief look at each of the components follows below.

People skills

Participants will be taught on the need to horn their people skill because no matter what situation one is in, people skills will come in hand in handling managerial situations. They will especially come in handy when handling different employees with different behaviors.

Human behavior

Transition will necessitate a lot of changes that may not be very favorable to some employees. As a result, their behaviors may change. Human behavior skills will help managers in dealing with such cases.

Communication

A collaborative approach to management will greatly entail superb communication skills. The training will emphasize on communication skills as a key prerequisite to successful implementation of participative and collaborative leadership.

Motivation

The training will equip participants with skills on how to motivate employees. The new leadership style the organization will be transitioning to will entail a lot motivation as part of the friendly approach that collaborative leadership will entrench

Teamwork

Collaborative leadership cannot be successful without teamwork. While some managers are good at their work, they may be challenged in fostering teamwork. The training will include skills on how teamwork can be pursued under collaborative leadership style.

Change

The change component will mainly involve training participants to appreciate the positive impacts of change. Training on this component will help participants to embrace the new management order for the good of the organization.

Conclusion

The above components will help in addressing the organization through the transitioning period. If effectively carried out, the long-term effect will be a wide appreciation of the leadership style that will be implemented.

References

Adair, j. (2010). Develop Your Leadership Skills: Develop Yourself as a Leader. NY: McGraw Hill.

Kirkpatrick, L.D. & Kirkpatrick, D.J. (2006). Evaluating training programs: the four levels. London: sage Publications.

Russel, L. (2003). Leadership Training. NY: Routledge.