Tag: Leadership

5 Secrets To Ace Project Manager Training

5 Secrets To Ace Project Manager Training

You’ve poured your heart and soul into building a dream team. You’ve recruited talented individuals with diverse skill sets, and you’re confident they have what it takes to crush any project. But then, reality hits. Deadlines start to slip, communication breaks down, and that initial spark of excitement fizzles out. Sound familiar? The truth is that even the most talented teams can flounder without strong leadership. That’s where Project Manager Training comes in.  Investing in your project managers equips them with the tools and strategies they need to guide your team to success. When your project managers are skilled at planning, execution, and risk mitigation, everyone wins – increased team productivity, happier employees, and a stronger bottom line for your organization. Let’s dive deeper into the how and why of Project Manager Training and explore how it can transform your project teams from good to great.
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Where to start with project manager training?

So, you’ve identified the need to invest in Project Manager Training, but with all the options, where do you begin? The good news is there’s a training approach to fit every budget and learning style.
  • Internal Knowledge Power:  Many organizations offer internal workshops facilitated by experienced project managers within the company. This is a cost-effective way to share best practices and ensure training aligns directly with your organization’s specific processes and tools.
  • External Expertise: For a broader perspective and exposure to industry best practices, consider external Project Management Training courses. These programs can be delivered in person or online and often cater to different experience levels, covering topics from project management fundamentals to advanced topics like Agile or Waterfall methodologies.
  • Certification:  Taking it a step further, certifications like the PMP (Project Management Professional) offered by the Project Management Institute (PMI) validate a project manager’s competency and knowledge. While not always mandatory, certification demonstrates a commitment to the profession and can enhance career prospects.
Now, let’s talk about those methodologies we mentioned earlier. Imagine project management as a culinary adventure. Waterfall is like a classic recipe – a linear, step-by-step approach where each phase is completed before moving on to the next. Conversely, Agile is more like a fusion food truck – flexible and adaptable, allowing for course correction as you go. Project Manager Training equips your team with the knowledge and skills to navigate both these popular methodologies and many others so they can choose the right approach for the project at hand. Read more: Manager Development: What Is The Fuss About?

Common Challenges and How Training Equips You to Conquer Them

We’ve talked about the power of Project Manager Training, but let’s be honest: project management isn’t always sunshine and rainbows. Even the most skilled project managers can face some common pitfalls.  But fear not! Project Manager Training equips you with the communication and stakeholder management skills you need to keep everyone on the same page. This includes active listening techniques, clear and concise reporting, and managing stakeholder expectations effectively. Another common challenge is scope creep. Remember that client who keeps adding “just one more little thing” to the project? Scope creep can derail timelines and budgets faster than you can say “missed deadline.” The good news is that Project Manager Training teaches you to define project scope upfront, manage change requests effectively, and keep your project on track. Risk management is another one that keeps project managers up at night. Projects are inherently risky—unexpected roadblocks can pop up at any time. But with the right training, you’ll be prepared. Project Manager Training equips you with the skills to identify potential risks, develop mitigation strategies, and course-correct when necessary. And let’s not forget the importance of time management and resource allocation. Juggling multiple tasks, deadlines, and team members can feel like a high-wire act. Project Manager Training provides the tools and techniques you need to become a master scheduler, ensuring the right resources are allocated to the right tasks at the right time.

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Crafting a Powerful Project Manager Training Program

We’ve established the challenges project managers face and how training empowers them to overcome them. Now, let’s build a robust Project Manager Training program that equips your team with the skills to conquer any project. Here’s a comprehensive framework that addresses the common pitfalls we discussed:

Laying the Foundation

  • Planning, Scheduling & Budgeting: A solid foundation is key. This module should cover core project management principles like project life cycle, work breakdown structures, creating realistic timelines, and developing accurate budgets.
  • Effective Communication & Stakeholder Management: Equip your project managers with active listening skills, clear communication strategies, and techniques for managing stakeholder expectations effectively.
  • Risk Management & Mitigation:  Projects are inherently risky. Train your project managers to identify potential risks proactively, develop mitigation plans, and adapt to changing circumstances.

Choosing the Right Tools for the Job

Not all projects are created equal. This module should introduce project managers to popular methodologies like Agile and Waterfall and industry-specific approaches relevant to your organization. Understanding the strengths and weaknesses of each methodology allows them to choose the right approach for the project at hand.

Time Management Masters

Juggling deadlines, tasks, and team members can feel overwhelming. This module should equip project managers with time management best practices, including using project management software effectively, resource allocation strategies, and techniques for staying on track.

Tech-savvy Project Managers

Project management software is a game-changer. Train your project managers on popular tools like MS Project or Asana, focusing on features that streamline tasks like scheduling, communication, and resource management.

Resources for L&D Professionals

You don’t have to reinvent the wheel. Here are some resources to help you design or deliver a top-notch training program:
  • Online Learning Platforms: Platforms like Udemy and Coursera offer various project management courses, allowing you to create a customized training curriculum.
  • Industry-Specific Training Providers:  Consider partnering with industry-specific training providers offering specialized project management training tailored to your company’s unique needs.
  • Books & Case Studies: Encourage your project managers to delve deeper with books and case studies on successful project management methodologies and real-world applications.
By incorporating these elements and leveraging available resources, you can build a Project Manager Training program that transforms your team from good to great. Remember, a well-trained project manager is invaluable, leading your team to project success and driving positive outcomes for your organization.

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Actionable Tips for Powerful Project Manager Development

We’ve explored the key components of a successful Project Manager Training program, but even the most well-designed curriculum can fall short if not delivered effectively. Here are some actionable tips to steer clear of common mistakes and ensure your training truly empowers your project managers:

Building Practical Skills

Memorizing project management principles is only half the battle. Project managers need to be able to apply their knowledge in real-world situations. Here’s how to make your Project Manager Training practical:
  • Case Studies & Simulations:  Don’t just tell, show! Incorporate real-world case studies that showcase successful project management approaches. Take it further with simulations or project management games, allowing participants to practice their skills safely.
  • Hands-on Exercises & Role-Playing:  Learning by doing is key. Integrate hands-on exercises that challenge participants to apply concepts like creating project plans or managing stakeholder expectations through role-playing scenarios.
  • Project Management Software Exploration:  Don’t just talk about project management software – show them how to use it! Dedicate time for hands-on exploration of popular tools like MS Project or Asana, focusing on features that directly address common project management challenges.

A Multi-faceted Approach

People learn in different ways. A one-size-fits-all approach to Project Manager Training won’t cut it. Here’s how to cater to diverse learning styles:
  • Varied Training Methods:  Move beyond traditional lectures. Incorporate group discussions, interactive workshops, and visual aids like presentations and infographics to cater to visual, auditory, and kinesthetic learners.
  • Prerequisites & Needs Assessments:  Not all project managers start at the same level. Consider prerequisites or conduct a needs assessment to gauge project management experience and tailor the training content accordingly. This ensures basic foundational knowledge for beginners and dives deeper into advanced topics for experienced project managers.
Read more: Finding The Missing Pieces: What Makes Leadership Training Successful

Fostering Continuous Growth

The world of project management is constantly evolving. Here’s how to encourage a culture of continuous learning within your project management team:
  • Post-Training Coaching & Mentoring: Learning doesn’t stop after the training session. Offer opportunities for post-training coaching or mentorship programs where project managers can receive personalized guidance as they apply their newfound skills to real projects.
  • Access to Online Resources:  Provide ongoing support by offering access to online resources like project management blogs, webinars, and knowledge-sharing platforms. This allows project managers to stay up-to-date on industry trends and best practices.
By following these tips and focusing on practical application, varied learning styles, and continuous development, you can avoid common Project Manager Training pitfalls and ensure your program equips your team with the skills and knowledge they need to excel in today’s dynamic project landscape. 

Conclusion

Remember that frustrated feeling when well-assembled teams underperform? Ineffective project management can be the culprit. But by investing in Project Manager Training, you’re equipping your team with the tools and strategies to navigate challenges and deliver project success. Don’t wait – leverage the “secrets” we’ve unveiled in this blog. From crafting a comprehensive program with practical exercises to catering to diverse learning styles and fostering continuous development, you have the roadmap to design or refine your Project Manager Training program. By empowering your project managers, you’re investing in the future success of your entire organization. So, take action today and unlock the true potential of your project teams!

Suprabha Sharma

Suprabha, a versatile professional who blends expertise in human resources and psychology, bridges the divide between people management and personal growth with her novel perspectives at Risely. Her experience as a human resource professional has empowered her to visualize practical solutions for frequent managerial challenges that form the pivot of her writings.

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Performance Management Training: Empowering Managers To Manage Better

Performance Management Training: Empowering Managers To Manage Better

Remember that feeling of dread when you knew performance review season was rolling around? Yeah, us, too. For many employees, performance reviews felt like a stale, once-a-year formality – a checkbox exercise that did little to motivate or inspire. However, for organizations, effective performance management is crucial. So, what’s the disconnect? Why is a system so critical to success often met with such a collective sigh? The truth is that traditional performance management practices have fallen short. Many organizations rely on outdated methods that emphasize paperwork and blame growth and development. Managers feel overwhelmed and underprepared to deliver meaningful feedback, while employees feel confused and disengaged. As an L&D leader, you know the struggle of creating training programs that bridge this gap. You need to equip managers with the skills they need to navigate complex conversations, set clear expectations, and provide constructive feedback – all while keeping the focus on employee growth and development. That’s where performance management training comes in. It’s not about adding another layer of complexity; it’s about empowering managers to become actual performance coaches, creating a system that benefits individuals and the organization.
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Performance Management Training: Equipping Managers for Success

Imagine this: you’re a manager juggling deadlines, projects, and a talented team of individuals. Performance review season rolls around, and suddenly, you’re faced with a stack of forms and a vague sense of unease. How do you set clear goals for each team member? How do you deliver constructive feedback, not critical? And most importantly, how do you help your employees reach their full potential? This is where performance manager training comes in. Think of it as investing in your most valuable asset – your people. Practical performance management training equips you with the skills and knowledge to become an actual performance coach, guiding your team toward success. Read more: Performance Management 101 for Leaders: 5 Steps to Ace the Process

What is Performance Management Training?

Performance management training is a targeted program designed to develop the skills and knowledge managers need to conduct effective performance conversations, set clear goals, and provide actionable feedback. It’s about moving away from the traditional “check-the-box” approach and creating a dynamic system that fosters continuous learning and development for you and your team.

Key Components and Objectives

Think of it as a toolbox filled with essential skills:
  • Goal-setting Mastery: Learn to craft clear, measurable, and achievable goals (SMART goals) with your team members, ensuring everyone is aligned and motivated.
  • The Art of Feedback: Master delivering clear, constructive, and actionable feedback. This training will equip you with frameworks and techniques to make feedback conversations positive and productive.
  • Performance Conversations that Count: Gone are the days of awkward, yearly reviews! Performance management training teaches you to conduct regular, focused conversations that keep your team on track and motivated.
  • Coaching for Development: Learn to coach effectively to unlock your team’s potential. This will help your employees identify their strengths and weaknesses, set development goals, and reach their full potential.

How Performance Management Training Drives Organizational Success?

Investing in performance manager training isn’t just about helping your team; it’s about propelling your entire organization forward. Here’s how:
  • Increased Employee Engagement: Employees who feel supported and valued are more engaged and productive. Performance management training empowers managers to create a culture of growth and development, leading to a happier, more motivated workforce.
  • Improved Performance: Clear goals, ongoing feedback, and coaching your teams as a leader improve performance. By equipping managers with the right tools, you can unlock your team’s full potential and drive results.
  • Reduced Turnover: Disengaged employees are more likely to leave. Performance management training helps create a positive work environment where employees feel valued and have growth opportunities, leading to lower turnover rates and a more stable workforce.

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Common Pitfalls of Performance Manager Training

Let’s face it: performance reviews can feel l ike a minefield for managers. One misstep – a confusing goal, some vague feedback – and suddenly you’re knee-deep in frustration and disengaged employees. But fear not, fellow manager! Here’s the good news: these pitfalls are avoidable. By understanding the common roadblocks and equipping yourself with the right tools, you can confidently navigate the performance management landscape. Let’s take a closer look:

A. Lack of Clear Communication Channels

Imagine this: You spend ages crafting SMART goals for your team members, feeling confident they understand exactly what’s expected. Fast-forward a few months, and their performance review is…well, let’s just say it’s not what you envisioned. The culprit? A communication breakdown. Performance management training emphasizes the importance of clear, two-way communication. It equips you with the skills to have open and honest conversations about expectations, progress, and roadblocks.

B. Inconsistent Feedback Delivery

Remember when you aced a project, but your manager only mentioned it in passing? Inconsistent feedback is a major pitfall. Performance management training highlights the power of regular, constructive feedback. You’ll learn how to deliver feedback in a way that’s actionable and motivating, helping your team members continuously improve.

C. Ignoring Employee Development Needs

Employees crave growth opportunities. They’ll eventually feel stagnant and disengaged if you fail to address their development needs. Performance management training equips you with coaching skills to help your team members identify their strengths and weaknesses, set development goals, and reach their full potential. Read more: Questions To Ask And Never Ask : A Comprehensive Guide On Performance Reviews
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Elements of a Successful Performance Management Training Program

We’ve talked about the pitfalls and the promise of performance management training. Let’s get down to brass tacks and explore what makes a truly impactful program. Here are the key elements that will help you build that bridge to success:

Establishing a Comprehensive Training Framework

A strong training program starts with a clear roadmap. This framework outlines the goals, target audience, and learning journey. Performance management training isn’t a one-size-fits-all solution. A good program tailors content to address managers’ unique needs and challenges at different levels.

Key Training Topics and Modules

Think of your training program as a toolbox with essential skills. Here are some core modules that will equip you to excel in performance management:
  •  Performance Management Fundamentals: This module provides a solid understanding of effective performance management’s core principles and objectives.
  • Goal Setting and Alignment: SMART goal setting is crucial for aligning individual goals with organizational objectives. This module will teach you how to collaborate with your team to set clear, measurable, and achievable goals.
  • Feedback and Coaching Techniques: Regular, constructive feedback is essential for employee development. This module will explore different feedback models and coaching techniques to help your team members learn and grow.
  • Performance Evaluation and Improvement Strategies: Performance reviews shouldn’t just be a formality. This module will equip you with the skills to conduct effective performance reviews that motivate and guide continuous improvement.

Learning from Experience

Let’s face it: theory is important, but real-world application is key. A strong training program incorporates real-life examples and case studies that resonate with managers’ day-to-day experiences. This allows them to see how the concepts translate into practical scenarios and helps them develop problem-solving skills.

Interactive Training Methods and Tools

Gone are the days of dry lectures and monotonous presentations. The most effective training programs use engaging methods, such as role-playing exercises, simulations, and interactive workshops. These methods keep participants actively involved and help them retain information more effectively.

Continuous Learning and Development Opportunities

Performance management is an ongoing process. A strong program recognizes this and provides ongoing learning opportunities. This could include access to online resources, coaching sessions, and refresher courses. By fostering a culture of continuous learning, you empower managers to stay up-to-date with best practices and refine their skills over time. By incorporating these elements, you can create a performance management training program that equips managers with the knowledge and skills they need to thrive. 

Resources for Building a Winning Performance Management Training Program

So, you’re ready to create a performance management training program that transforms your managers into performance coaches? Awesome! But where do you begin? Fear not, L&D leader, there’s a treasure trove of resources at your disposal:
  1.  Pre-built Blueprints:  Skip the design headache! Leverage pre-built PowerPoint templates specifically designed for performance management training. These templates provide a solid foundation to kickstart your program development.
  2. Performance Management Training Courses and Workshops: Looking for a more structured learning experience? Consider enrolling your managers in dedicated performance management training courses or workshops. These programs offer in-depth training delivered by experts in the field.
  3. Online Learning Platforms and Modules: The beauty of online learning platforms is their flexibility. You can access bite-sized modules on specific performance management topics, allowing managers to learn independently.
  4. Collaborating with External Training Providers and Consultants: Don’t go it alone! Consider partnering with external training providers or consultants who specialize in performance management. Their expertise can be invaluable in designing and delivering a customized program for your organization.
Remember, choosing the resources that best suit your needs and budget is the key to success. 

Conclusion

Let’s recap: we explored the challenges of traditional performance management, unpacked the power of performance management training, and delved into the key elements that make a winning program. Here’s the bottom line: effective performance management training isn’t just about checking a box; it’s about empowering managers to become true performance coaches. Equipping them with the right skills and knowledge can create a culture of continuous learning and development, leading to a more engaged, productive, and successful workforce. So, L&D leaders, are you ready to take the next step? Risely is here to partner with you in developing a customized performance management training program that propels your organization forward. Let’s unlock the potential of your managers and unleash the power of a truly compelling performance management system!

Suprabha Sharma

Suprabha, a versatile professional who blends expertise in human resources and psychology, bridges the divide between people management and personal growth with her novel perspectives at Risely. Her experience as a human resource professional has empowered her to visualize practical solutions for frequent managerial challenges that form the pivot of her writings.

Grab the free training and development plan template by Risely!

Refocus on core elements for effective training programs with Risely.

Start Now

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Hiring Manager Interview Training Made Easy

Hiring Manager Interview Training Made Easy

You’ve crafted the perfect job description, your social media channels are buzzing, and a stack of impressive resumes lands on your desk. Success! You’ve attracted top talent. But then comes the interview stage – that critical moment where you assess skills, cultural fit, and potential. Here’s the thing: even the most promising candidate on paper can turn into a costly misstep. According to a report by SHRM, a bad hire can cost a company upwards of a quarter-million dollars. That’s not just the initial recruitment fees; it factors in lost productivity, onboarding costs for the replacement, and the impact on team morale.  So, how can you avoid this expensive scenario? Here’s where Learning and Development professionals step in with the power of hiring manager interview training. By equipping hiring managers with the right skills, L&D helps them make informed decisions that lead to successful hires and build a thriving team. Let’s discuss hiring manager interview training in more detail.
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Why Do Hiring Managers Need Interview Training?

So you’ve attracted talented candidates—that’s fantastic news! But with great opportunity comes great responsibility, especially during the interview stage. Even the most well-intentioned hiring manager can stumble during interviews, leading to costly mistakes. Why is hiring manager interview training so crucial? Let’s break it down. Remember that quarter-million dollar price tag we mentioned for a bad hire? Interview training directly impacts that number. By honing your skills, you can avoid wasted training costs, lost productivity from a bad fit, and the disruption of replacing someone who isn’t working out. But the impact goes beyond the bottom line. Interviews can also be a legal minefield. Training equips you to conduct fair, unbiased, and regulatory-compliant interviews, protecting your company and ensuring a positive experience for all candidates. Of course, the ultimate goal is to find the perfect person for the job. Interview training empowers you to do just that. You’ll learn how to assess a candidate’s skills, experience, and cultural fit through effective questioning and evaluation techniques. This ensures you’re not just hiring someone qualified but someone who will thrive within your team. Let’s face it: a bad interview experience can leave a lasting impression, not a good one. Candidates talk! By prioritizing a positive candidate experience through skilled interviewing, you’ll make the right hire and build your employer brand. Finally, imagine walking into that interview room feeling confident and prepared. That’s the power of interview training. It equips you with the skills and knowledge to make informed decisions, ask the right questions, and, ultimately, build a thriving team. Are you a hiring manager? Read more here: Mastering the Art of Hiring: A Comprehensive Hiring Manager Interview Guide

The Impact of Not Providing Hiring Manager Interview Training

Assume a talented candidate leaves an interview feeling confused and undervalued. The questions were all over the place, the interviewer seemed unprepared, and the overall experience left a bad taste in their mouth. Unfortunately, this scenario is more common than we’d like to admit, and it’s a direct result of not investing in hiring manager interview training. As L&D professionals, you know the importance of equipping your teams with the right skills. But when it comes to hiring managers, a lack of training can have a ripple effect that goes far beyond the need to onboard a new recruit. Let’s explore the ripple effect that can occur when hiring managers lack the proper interview skills.
  • Tarnished Employer Brand: News travels fast, especially in today’s digital age. A series of bad interview experiences can leave a lasting negative impression on potential candidates. This can make it difficult to attract top talent in the future and hinder your ability to build a strong and diverse team.
  • Missed Opportunities: Without proper training in effective questioning and evaluation techniques, hiring managers can overlook highly qualified candidates who simply don’t “fit the mold” during interviews. This not only deprives your company of valuable skills and perspectives but also frustrates the overlooked candidates.
  • Internal Disruption: A bad hire can significantly disrupt team dynamics. Imagine integrating someone who lacks the necessary skills or does not mesh well with the team culture. This can lead to decreased morale, lower productivity, and a higher turnover rate. The cost of onboarding and then replacing a bad hire can be significant, straining your budget and resources.
  • Training Costs Multiplied:  Let’s face it, sometimes the best-laid plans go awry. When a bad hire needs to be retrained or replaced, it creates a double whammy. Not only did you invest time and resources in the initial bad hire, but now you’re faced with additional training costs for their replacement. This highlights the importance of getting it right the first time through effective hiring manager interview training.
Hiring manager interview training is a proactive step toward building a thriving team. By equipping your hiring managers with the necessary skills, you’ll be well on your way to conducting positive and productive interviews that attract, assess, and ultimately hire the best talent for your company.
this image represents the risely blog on hiring manager interview training

What Your Hiring Manager Interview Training Program Needs

Imagine your hiring managers are confident, prepared, and excited to lead the interview process. They know how to ask the right questions, uncover potential, and make informed decisions that lead to successful hires. A well-designed hiring manager interview training program can achieve this empowered state. As an L&D professional, you understand the importance of equipping your hiring managers with the necessary skills to excel in their roles. So, let’s explore the key elements that should be woven into your hiring manager interview training program.

Interview Fundamentals

A strong foundation is essential for any successful endeavor. Your training program should begin by grounding your hiring managers in the core principles of effective interviewing. This includes:
  • Behavioral Interviewing Techniques: The STAR method (Situation, Task, Action, Result) is a powerful tool that helps hiring managers elicit specific examples of a candidate’s past behavior, providing valuable insights into their future performance.
  • Effective Questioning Strategies: Move beyond basic “yes or no” questions. Equip your managers with the ability to craft open-ended and situational questions that delve deeper into a candidate’s skills, experiences, and thought processes.
  • Active Listening Skills: This is more than simply hearing what’s said. Active listening involves paying close attention, providing verbal and non-verbal engagement cues, and asking clarifying questions to demonstrate genuine understanding.
  • Nonverbal Communication: Body language speaks volumes. Train your managers to be mindful of their nonverbal cues and how to interpret a candidate’s body language to gain a more holistic understanding.

Evaluation and Assessment

A successful interview goes beyond simply checking a box on a resume. Your program should equip hiring managers with the tools to effectively assess candidates’ suitability for the role. Here’s how:
  • Developing Clear Job Descriptions and Candidate Criteria: A well-defined job description is a roadmap for the interview process. Train managers to translate those requirements into clear criteria for evaluating potential candidates.
  • Assessing Cultural Fit and Soft Skills: The right person for the job isn’t just about technical skills. Train managers to evaluate a candidate’s cultural fit and soft skills, like communication, teamwork, and problem-solving, to ensure they’ll thrive within your unique team dynamic.
The legal implications of a poorly conducted interview can be severe. Your program should ensure hiring managers understand and adhere to legal best practices:
  • Avoiding Discrimination and Unconscious Bias: Provide training on unconscious bias and strategies to mitigate its impact on the interview process. This ensures a fair and equal playing field for all candidates.
  • Understanding Interview Legality and Best Practices: Managers should be educated about relevant legal requirements surrounding interviewing. This includes understanding what questions are appropriate and maintaining confidentiality throughout the process.

Effective Interview Techniques

Now that your hiring managers have a solid foundation, it’s time to hone their interviewing skills. Here’s where your program can elevate them from interviewers to interview conductors:
  • Structuring a Successful Interview Flow: Develop a framework for a structured interview that allows for consistent evaluation and avoids meandering conversations.
  • Handling Difficult Candidates and Providing Constructive Feedback: Not all interviews go smoothly. Equip managers with strategies to handle challenging candidates while still providing constructive feedback.
  • Selling the Job Opportunity and Company Culture: A great interview goes both ways! Train managers to effectively showcase the role and your company culture, leaving a positive and lasting impression on potential hires.
By incorporating these essential elements, you can create a hiring manager interview training program that empowers your hiring managers, streamlines the interview process, and ultimately leads to your organization’s acquisition of top talent. Remember, a well-trained hiring manager is an investment in your company’s future success!
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Implementing Your Hiring Manager Interview Training Program

You’ve designed a fantastic hiring manager interview training program. Now comes the exciting part: putting it into action! As an L&D professional, you know that successful training goes beyond simply crafting a curriculum. Here are some practical tips to ensure your hiring manager interview training initiative takes root and thrives within your organization:

Scheduling Strategies

Let’s face it, busy schedules are a reality. The key to successful implementation is finding a scheduling approach that works for you and your hiring managers. Consider these options:
  • Bite-Sized Learning: Break down your training program into shorter, more manageable modules. This will allow for easier scheduling integration and reduce busy managers’ perceived time commitment.
  • Off-the-Clock Options: To accommodate varying schedules, consider offering evening or weekend sessions. Consider offering incentives or recognition programs to encourage participation outside regular work hours.
  • Leveraging Technology: Embrace online learning platforms and video conferencing to offer training remotely. This allows geographically dispersed managers to participate without travel limitations.

Resource Roundup

A well-equipped training program sets the stage for success. Here’s how to ensure you have the resources you need:
  • Budgeting for Impact: Work with your leadership team to secure the necessary budget for training materials, technology, and any potential external trainers you might involve. Highlight the return on investment (ROI) of a skilled hiring team in terms of reduced bad hires and increased productivity.
  • Internal Expertise: Don’t underestimate the power of in-house expertise. Tap into HR professionals or high-performing hiring managers to contribute their knowledge and experience to the training program.

Ongoing Support and Reinforcement

Training is just the beginning. To ensure lasting impact, consider these strategies:
  • Post-Training Coaching: Offer ongoing coaching and support to hiring managers as they apply their newly acquired skills in real-world interview scenarios.
  • Peer Learning Groups: Facilitate peer learning groups where hiring managers can share best practices, troubleshoot challenges, and continue their development journey together.
  • Refresher Courses: Provide periodic refresher courses to keep hiring managers updated on the latest interviewing techniques and legal best practices.
By implementing these strategies, you can equip your hiring managers with the skills they need to make informed decisions, build strong teams, and, ultimately, drive your organization’s success.

Measuring the Effectiveness of Your Hiring Manager Interview Training

You’ve invested time, resources, and creativity into developing a stellar hiring manager interview training program. But the real test lies in its effectiveness. As an L&D professional, you understand the importance of measuring and evaluating your training initiatives. Here’s how to gauge the success of your hiring manager interview training program and ensure it continues to deliver exceptional results.

Tracking Key Performance Indicators

Data is your friend when it comes to measuring training effectiveness. Let’s delve into some key metrics you can track:
  • Interview Success Rates: Monitor the success rate of interviews conducted by hiring managers who have completed the training program. This could be measured by the number of qualified candidates who move on to the next stage of the hiring process compared to the overall interview pool.
  • Candidate Satisfaction Scores: Gather Feedback from candidates through surveys or exit interviews. This can provide valuable insights into their interview experience and how effectively hiring managers communicate and assess skills.
  • Hiring Manager Feedback: Don’t neglect your trainees’ voices! Conduct surveys or hold focus groups to gather Feedback from hiring managers on the program’s content, delivery, and impact on their interviewing skills and confidence.

Qualitative Measures

While quantitative metrics are crucial, qualitative data adds another vital dimension to your evaluation. Consider these additional methods:
  • Skill Demonstrations: Observe hiring managers conducting mock interviews or reviewing real-world interview recordings. This allows you to assess their application of learned techniques and identify areas for further improvement.
  • Post-Training Performance Reviews: Include a section in hiring manager performance reviews to evaluate their interview effectiveness. Look for evidence of applying learned techniques and improved interview outcomes.
  • Time-to-Hire: Track changes in the average time it takes to fill open positions after implementing the training program. A shortened time to hire can indicate improved interviewing efficiency and candidate selection.

Continuous Improvement

Training isn’t a one-time event; it’s an ongoing process. By continuously evaluating your program, you can ensure it remains relevant and practical:
  • Regularly Review Metrics: Schedule regular reviews of your chosen metrics to identify trends and areas for improvement.
  • Gather Feedback Consistently: Seek Feedback from hiring managers and candidates regularly to understand their evolving needs and challenges.
  • Adapt and Refine: Based on your evaluation findings, be prepared to adapt your training program by updating content, incorporating new technologies, or offering refresher courses.
Establishing a culture of continuous evaluation and improvement can ensure that your hiring manager’s interview training program remains at the forefront of effective interview practices.

Wrapping Up

Attracting top candidates is just half the battle in today’s competitive talent market. The real challenge is selecting the right person for the job through effective interviewing, and this is where hiring manager interview training shines. Equipping your hiring managers with the necessary skills and knowledge can empower them to conduct successful interviews that assess qualifications, uncover potential, and lead to informed hiring decisions. The benefits for your organization’s success are undeniable. So, L&D leaders, invest in your hiring managers—invest in effective interview training. It’s a strategic investment in building a strong and successful workforce for the future.

Suprabha Sharma

Suprabha, a versatile professional who blends expertise in human resources and psychology, bridges the divide between people management and personal growth with her novel perspectives at Risely. Her experience as a human resource professional has empowered her to visualize practical solutions for frequent managerial challenges that form the pivot of her writings.

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Manager Development Goals And How To Reach Them: Opportunities And Areas To Focus On

Manager Development Goals And How To Reach Them: Opportunities And Areas To Focus On

You’ve meticulously crafted a development program for your high-potential employees, but their managers just aren’t on the same page. Confusing feedback and a lack of clear direction leave these future leaders feeling frustrated and uninspired. Unfortunately, this scenario is all too common. But there’s good news! Data from Gallup shows that organizations with well-trained managers see a whopping 70% increase in employee engagement. That significantly boosts morale, productivity, and your bottom line. So, how do we bridge this gap and empower managers to become effective development coaches? The answer lies in establishing clear manager development goals. These goals are a roadmap that equips managers with the knowledge and skills to nurture and develop their teams. By focusing on specific manager development areas and creating targeted manager development opportunities, you’ll transform your managers from bystanders to active partners in building a high-performing leadership pipeline within your organization. Let’s discuss this in more detail!
Table of Contents

Why Invest in Manager Development Goals?

So, L&D leaders, let’s dive into the compelling reasons why investing in manager development goals is crucial for organizational success.
  • Boost Employee Engagement and Retention: What sets organizations apart with high employee satisfaction and retention rates? It’s often the presence of effective managers. When managers are equipped with the right development goals, they have the tools to engage and motivate their teams effectively. This increases productivity, creating a positive work environment.
  • Improve Team Performance: Effective and well-trained managers guide their teams toward achieving goals and foster a culture of collaboration and innovation. With the right development opportunities, managers can unlock their teams’ full potential and drive performance to new heights.
  • Develop Future Leaders: Investing in manager development isn’t just about the present—it’s about shaping your organization’s future. By providing managers with opportunities to grow and develop, you’re creating a pipeline of qualified candidates for future leadership positions. 
  • Enhance Employer Brand: In today’s competitive talent market, a strong employer brand is essential for attracting and retaining top talent. Organizations known for their commitment to manager development have a distinct advantage. They attract ambitious professionals who are eager to learn, grow, and advance their careers. Investing in manager development not only benefits current employees but also enhances your organization’s reputation as an employer of choice.
Investing in manager development goals is a strategic move that pays dividends in employee engagement, team performance, leadership pipeline, and employer brand. 

Building Better Managers: 5 Core Areas of Focus

Manager development goals are a roadmap that equips managers with the knowledge and skills to nurture and develop their teams. By focusing on specific areas and creating targeted opportunities, you can transform your managers from active partners in building a high-performing leadership pipeline within your organization. Let’s delve into some essential manager development areas that will empower your managers to become effective development coaches for their teams:

Strategic Thinking and Business Acumen

Have you ever encountered a manager who struggles to connect the dots between lofty company goals and their team’s day-to-day activities? This disconnect can be incredibly demotivating for employees. Equipping managers with strategic thinking skills empowers them to bridge this gap. Why it Matters:  When managers understand the bigger picture and how their team contributes to the organization’s success, they can create clear, actionable plans that inspire their teams and drive results. Development Opportunities:
  • Workshops on business acumen: These workshops can provide managers with a foundational understanding of key business concepts like finance, marketing, and operations.
  • Leadership development programs: These programs can help managers develop their strategic thinking skills, such as conducting market analysis, setting SMART goals, and making data-driven decisions.
How to Measure Success:
  • Track progress on achieving departmental or team-specific objectives aligned with broader company goals. Did sales quotas skyrocket after a strategic planning workshop for managers? Measurable improvements in team performance are a strong indicator of effective development.

Effective Coaching and Development

Great managers are more than just taskmasters; they’re coaches who identify and cultivate their teams’ potential. The manager development goals in this area focus on helping managers provide targeted coaching and development opportunities for their employees. Why it Matters:  Effective coaching empowers employees to grow, develop new skills, and reach their full potential. This translates to increased engagement, improved performance, and a more motivated workforce. Development Opportunities:
  • Training on coaching methodologies: Programs that teach managers to provide constructive feedback, set development goals, and hold effective coaching conversations are essential.
  • Peer coaching circles: Establishing peer coaching circles allows managers to share challenges, exchange ideas, and practice coaching skills with colleagues.
How to Measure Success:
  • Monitor employee performance improvements. Did employee proficiency increase after receiving coaching from their manager?
  • Track engagement in training programs. High participation rates in coaching-related training indicate a willingness to develop these skills.

Performance Management and Feedback

Imagine a scenario where employees are unsure of what’s expected of them or where feedback is unclear. This lack of direction can be incredibly demotivating. Manager development goals in this area focus on ensuring clear expectations are set, progress is monitored, and constructive feedback is provided to drive performance improvement. Why it Matters:  Effective performance management systems create a culture of accountability and continuous improvement. When employees understand expectations and receive regular feedback, they are empowered to take ownership of their performance. Development Opportunities:
  • Develop standardized performance metrics: To ensure performance evaluations are objective and fair, create clear and consistent metrics that align with departmental and organizational goals.
  • Implement feedback management tools: Provide managers access to online tools and templates to streamline the feedback process and facilitate ongoing communication.
How to Measure Success:
  • Track completion rates of performance reviews. Consistent completion rates indicate that managers are prioritizing performance conversations.
  • Assess employee sentiment towards feedback methods. Hold focus groups to understand how employees perceive the feedback they receive.

Communication and Conflict Resolution

Strong communication skills are a cornerstone of effective leadership. When managers can clearly articulate expectations, actively listen to concerns, and foster open team communication, trust flourishes, and collaboration thrives. Manager development goals in this area focus on developing managers’ communication and conflict resolution skills. Why it Matters:  Clear and transparent communication builds trust and psychological safety within teams. Furthermore, effective conflict resolution skills ensure that disagreements are addressed constructively. Development Opportunities:
  • Conflict resolution training: Equip managers with strategies for mediating conflict, facilitating productive discussions, and finding solutions that work for all parties involved.
  • Team-building exercises: Activities encouraging collaboration and communication can help build trust and improve team dynamics.
How to Measure Success:
  • Observe team dynamics during meetings. Are team members engaged, actively participating, and comfortable expressing their ideas?
  • Track resolution rates of conflicts. A decrease in unresolved conflicts indicates that managers are effectively addressing team issues.

Building and Leading High-Performing Teams

A high-performing team is more than just a collection of talented individuals. It’s a cohesive unit where members seamlessly work together towards a shared goal. The manager development goals in this area focus on equipping managers with the skills to build and lead such teams. Why it Matters: When managers cultivate a positive and productive team environment that fosters collaboration, leverages diverse strengths, and celebrates success, they unlock their team’s collective potential, leading to superior results. Development Opportunities:
  • Training on diversity and inclusion: Equip managers with the knowledge and skills to build inclusive teams where everyone feels valued and empowered to contribute.
  • Recognition and reward programs: Implement programs that acknowledge and celebrate individual and team achievements to boost morale and motivate high performance.
How to Measure Success:
  • Track team performance metrics relevant to your industry. Are key metrics improving over time, indicating a more effective team?
  • Conduct team climate surveys. These surveys can provide insights into employee perceptions of leadership, teamwork, and overall team dynamics.
Focusing on these core manager development goals can empower your managers to become effective coaches and development partners for their teams.

Additional Considerations for Manager Development Goals

We’ve explored some core manager development goals that can equip your managers with the tools they need to become effective leaders. But before you hit the ground running, let’s delve into some additional considerations to ensure your manager development goals deliver maximum impact:

1. Alignment is Key

Imagine crafting a meticulously designed development program for your managers, only to realize it doesn’t align with your organization’s overall goals. This misalignment can lead to wasted resources and a confused leadership team. When MDGs are aligned with strategic goals, managers develop the skills and knowledge they need to contribute directly to the organization’s success. This creates a unified front where everyone is working towards the same vision.

2. Data-Driven Decisions

Imagine improving your golf swing without knowing your weaknesses. It wouldn’t be very effective, would it? The same applies to manager development. To make informed decisions about MDGs, conduct needs assessments to identify areas for improvement across your management team. By using data to identify skill gaps, you can tailor your MDGs to address your managers’ most pressing needs. This ensures your development efforts are targeted and yield the most significant results.

3. Individualized Impact

A one-size-fits-all approach rarely works in L&D, and manager development is no exception. When crafting their MDGs, Consider each manager’s unique strengths, weaknesses, and career aspirations. Personalized goals resonate more deeply with managers and foster a sense of ownership over their development journey. When goals are aligned with individual aspirations, managers are more likely to be engaged and motivated to achieve them. By incorporating these additional considerations, you can ensure your manager development goals are well-defined, strategically aligned, data-driven, and personalized. 

Progressing and Measuring Manager Development Success

So, you’ve established a solid foundation with well-defined manager development goals. It’s time to translate those goals into action and measure their impact. Here are vital steps to ensure your MDG program thrives:
  • Develop a Training and Development Plan:  Craft a roadmap for each manager, incorporating targeted training programs, personalized coaching sessions, and mentorship opportunities to achieve their goals.
  • Provide Ongoing Feedback and Support:  Regularly assess progress through check-ins, offer constructive feedback, and provide resources and support to help managers overcome challenges on their development journey.
  • Utilize Performance Management Systems: Integrate MDGs into performance reviews. This will create accountability and allow you to track progress throughout the year.
  • Measure Impact on Business Outcomes:  The true test lies in the results measured by the right training effectiveness metrics. Look for measurable improvements in team performance, employee engagement, and overall business success – a testament to the effectiveness of your MDG program.
Following these steps can transform your MDGs from a strategic plan to a powerful driver of leadership growth and organizational success. 

Conclusion

Effective leadership is paramount; by setting and achieving clear manager development goals, you equip your managers with the skills they need to become successful coaches, foster high-performing teams, and drive positive business outcomes. This translates to a win-win situation: managers gain valuable knowledge and growth opportunities while organizations experience increased employee engagement, improved performance, and a stronger leadership pipeline for the future. So, L&D professionals, take action!

Suprabha Sharma

Suprabha, a versatile professional who blends expertise in human resources and psychology, bridges the divide between people management and personal growth with her novel perspectives at Risely. Her experience as a human resource professional has empowered her to visualize practical solutions for frequent managerial challenges that form the pivot of her writings.

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5 Secrets To Conflict Resolution At Work For Managers

5 Secrets To Conflict Resolution At Work For Managers

Conflict is all too common. We often encounter this ever-present demon in our workplaces, too. The trouble is manifold for managers because escape is no longer safe. While you may avoid conflicts personally, they can still arise in your team and become your mess to solve. Running away is not going to be a great solution. So, what can we do? Read on to learn all about conflict resolution at work and find the secrets to effectively build team cohesion and resilience in the face of challenges. Let’s hop right on!
Table of Contents

What is a Conflict?

Conflict is a disagreement or conflictual situation. It can be personal or professional, arising from varying attitudes, opinions, or ways. When conflict arises in the workplace, it can cause tension and disruption among employees. As a result, set workflows get hampered, and teams often find an uneasy air at work. 

Why do workplace conflicts arise?

There are no one-shot reasons as to why conflicts at work arise. More often than not, the cause lies in differences, differences in styles of working or communication that can pave the way for two people to get at loggerheads with each other. For instance, a creative difference can divide two team members. While one may want to adopt the brand’s traditional color palette, another may suggest a modern reinterpretation—putting the manager in a fix! Similarly, conflicts can arise due to differences in personality, objectives, or work style. Primarily, the major types of workplace conflicts are:
  • Leadership conflicts typically involve disputes about the leader’s authority, decision-making power, or strategy.
  • Work Style conflicts generally arise from cultural differences, personality clashes, and other views about the job
  • Creative conflicts happen when different team members have additional ideas or goals.
  • Personality conflicts occurs when two or more people have different personalities, which leads to differences in communication styles and work preferences.
  • Task-Based conflicts can arise from various sources, such as different expectations or goals, conflicting work schedules, and insufficient communication.
Otherwise, the perception of prevailing inequality or bias can be the root cause, too. Change, which pushes many buttons and shifts things over, often leads to resistance and conflicts. Sometimes, the focus can shift away from the team agenda and become a matter of ego, bringing the big guns of personal goals into the picture. When individual goals triumph and take over team agendas, conflicts and problems arise. 

Is there a good side to conflicts too?

Conflicts generally carry a negative connotation, wherein differences are seen as causes of disputes that limit productivity and push for stagnancy. While this is usually true, conflicts can provide teams with that much-needed impetus to grow. In addition, some conflicts can force managers to rethink their strategies and adopt more innovative methods. Discovering and resolving a row creates a platform for team members and managers to engage openly. As such, some conflicts can be healthy, too!

What is Conflict Resolution in the Workplace?

Conflict resolution is a process that helps resolve disagreements between individuals or groups and leads to mutually agreeable solutions. In workplaces, conflict resolution skills are often needed to overcome contesting views and opinions that can cause strife. For managers, conflict resolution at work is the set of techniques that help end conflicts in teams and bring in team cohesion.

Why is conflict resolution important in the workplace?

Conflict resolution at work is essential because it helps ensure that all employees know and respect boundaries. It is vital because managers should resolve conflicts within teams fairly and peacefully. A manager has to aim for a mutually beneficial solution instead of a biased adjudication that favors either side. Otherwise, your team might lose confidence in you as an effective manager, paving the way for further distrust. With the help of effective conflict resolution, you can bring together your team in the face of challenging situations, even when team members do not see eye to eye. Without effective conflict resolution at work, you might do a lot of firefighting, constantly caught in a tug-of-war between many parties. Conflict resolution in the workplace frees you from these internal matters and allows you to focus on pertinent issues relating to the strategy and growth of the team. It enables the manager to grow with a team with the help of efficient plans and a resilient team. Read more about the importance of conflict resolution in the workplace here.

What are The Top Conflict Resolution Skills at Work?

Conflict resolution abilities of a manager are a function of multiple skills. Just think about it: conflicts can take up varying faces, and thus, the way out is unique for each one. The key conflict resolution skills for managers are:

Conflict Awareness

Before jumping into the arena and solving everything like a boss, step back and see the bigger picture. Try to answer a couple of relevant questions:
  • What is the root cause of the conflict?
  • What is the impact of the conflict?
These two things can be pivotal in defining the success of conflict resolution at work. After all, understanding the field is essential before prepping the guns.

Perceptual Understanding

Next, examine the parties involved in the conflict. How you communicate and resolve the dispute will depend on who you are dealing with and their objectives. Thus, understand how your team members perceive the conflict. What looks like a simple miscommunication to you could appear to be a planned lack of information to someone else. Moreover, understand their conflict resolution habits to ensure that you can accommodate their needs.

Resolution Strategies

It goes without saying, know your stuff before getting into the field. Build a plan on how you want to deal with the conflict and ensure that you have clarity on your ultimate objective. In toto, don’t let problems fester until they become big troubles; take a proactive approach to conflict resolution at work. Also, there are multiple types of conflict resolution styles that managers adopt at work, such as: 
  • Competing, where you fight for what’s yours
  •  Accommodating, where you are open to understanding the needs of the other side
  •  Avoiding, AKA withdrawing from the conflict
  •  Collaborating, which enables you to work together and find a mutually agreeable solution 
  •  Compromising, i.e., letting things be in favor of the other side
As such, no strategy is the best one. It all depends on the context and goals you set out to achieve. 

Reflective Evaluation

Once you are through, always take time to rethink and reflect on your conflict resolution strategies at work. Sometimes, new ideas or learnings emerge when we look back at the situation. Otherwise, you can also assess yourself using Risely’s conflict resolution skill assessment to prepare for next time. Read about conflict resolution skills in detail here: 10 Skills for Conflict Resolution in Teams and How to Build them?
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Top 5 Conflict Resolution Strategies for Workplaces

Conflict can be a difficult and frustrating experience for all parties involved. As a manager, you must be prepared for conflict and handle it healthily and productively. Many conflict resolution strategies are available, so it’s important to find the right one for the situation. However, this conflict resolution framework can provide some common ground to get started:

Build Team Alignment 

One of the significant causes of conflict is misalignment across the team. Suppose your team is unsure of where they are collectively moving, and it’s likely they have a hard time figuring out how to move forward. Hence, one of the critical steps in resolving conflicts at work is building alignment. There are a few things that managers can do to align teams and prevent conflicts: 
  • Share information with your team in the right amount and at the right time: If only some of your team members have the inside “scoop,” it’s bound to create resentment and confusion among the rest. Thus, as a manager, ensure that you serve as a reliable source of information for your team and prevent the propagation of misinformation.
  • Demonstrate where your team’s efforts fit in: Misalignment can happen when a team is unsure of the vision and mission that is guiding them. When people stab at a problem with different objectives in their head, they are likely to go in other ways only. You can prevent this by setting up shared and interdependent goals and creating a leadership vision to guide your team.

Openly Discuss Differences With Your Team Members 

People are different, and that’s a fact we can’t change. But instead of being sad or wary about it, we can embrace and celebrate the differences and make the most of them. Discussing differences among common attributes such as working and communication styles, personalities, or opinions in team meetings and one-on-one chats can help you create a more tolerable and safer space. 
  • Facilitate discussions among your team members: Suppose two of your team members differ in their approach to a problem; what’s the best way out? Give them space to present to their sides and enable them to find common ground. Remember that conflicts are not necessarily a zero-sum game. You can turn them into significant instances of bringing insights and rethinking conventional work approaches.
  • Don’t impose your viewpoints: If you direct your team to work in your way, no questions asked, you’d be failing to keep up with the spirit of openness. Whenever conflict strikes, and you need to overcome differences, allow all sides to share their ideas and explain why something is to be followed or not. This includes ideas from seniors because irrational imposition furthers resentment and makes employees feel purposeless.

Create a Safe Space for Opinions 

Imagine you have a team that never disagrees or shares contrary opinions. What could be the reason? When team members feel that their views are likely to be discarded or ridiculed, they are unlikely to share ideas. As a result, tempers fester. Otherwise, when these opinions emerge in the heat of the moment, it creates an even bigger problem! Your team needs a safe space to express discontentment or disagreement. Here’s how a manager can build a safe space to minimize conflict in their team: 
  • Establish the ground rules for communication in meetings: Sometimes, your team members might be unable to talk openly because they fear ridicule. As a manager, you can set the ground rules that allow everyone to share ideas quickly. It is constructive for new team members and those from marginalized backgrounds, including women. 
  • Encourage ideas and questions: As a manager, you can set the ideal tone of meetings by adopting it yourself. This way, many more team members can understand how to raise queries and share their thoughts without conflict. Simple words of appreciation or encouragement can also go a long way.
  • Confront the problems: If some of your team members feel uncomfortable, confront the challenges and build psychological safety. The issue could be a senior team member’s intimidating presence or interpersonal conflict finding a home at work among two people—whatever it is, acknowledge and work on it. Throwing it under the carpet is akin to setting up a time bomb for your team.

Run a Constant Feedback Loop for Solid Conflict Resolution at Work

Suppose your manager never asked you how it’s going. You’d hate them, won’t you? So why make the same mistake with your team? Regular feedback loops allow team members to address issues as they arise rather than letting them escalate into conflicts. Feedback helps identify areas for improvement and maintain alignment, thus reinforcing our first step in preventing workplace conflicts. Apart from regular feedback meetings, there can be some more innovative ways to make this exercise pretty impactful for your team: 
  • Conduct peer review sessions focusing on constructive criticism: While doing this, emphasize the use and meaning of constructive criticism as a tool for guiding improvement. It helps address queries that seem inane to you but matter a lot to your team, such as “Alex sits free the whole day,” which can be pretty bitter conflicts once activated.
  • Plan your feedback sessions: Give actionable tips and clearly point out areas of improvement for your team members to work toward. By addressing concerns that are valuable to the entire team’s agenda through such mechanisms, you can save yourself a lot of trouble. 

Actively Work on Communication Styles 

Lastly, take the time to improve and align your team’s communication habits. While some broad differences cannot be removed, you can set up shared spaces and processes to streamline communication. It is important because mismanaged communication, like lack of information or sharing things later, can have bigger ramifications than missed deadlines.
  • Be open to training: Communication can be a hard nut to crack. It’s about speaking the right words and extends into nonverbal and written aspects. Thus, be open to training or coaching to upgrade your communication skills consistently. Your team can participate in workshops and seminars together, too. If that seems too much, start with a simple and small step: a free assessment of your communication skills by Risely here. 

In Conclusion

To wrap up, conflict resolution strategies at work can vary and depend heavily on the manager’s and their team’s context. Yet, we can build some central skills to ensure that we do not approach conflicts in a haphazard fashion and instead take up things logically. Conflict resolution at work remains an important area for managers to master as it is vital in ensuring team cohesion and preventing high turnover rates.

Deeksha Sharma

Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.

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Grooming for Management: The Key to Building a Sustainable Leadership Pipeline

Grooming for Management: The Key to Building a Sustainable Leadership Pipeline

Imagine a crucial leadership position opening up in your organization. You scramble to fill the role, internally and externally, searching for the perfect candidate. But wouldn’t it be much better if you already had talented individuals within your ranks, prepared and ready to step up? This is where “grooming for leadership” comes in. While “grooming” might sound like a one-way process, it’s crucial to remember it’s a collaborative effort. This blog will offer a comprehensive overview of the grooming process in the workplace, highlighting the critical steps involved. We’ll delve into the practical strategies organizations can implement to effectively nurture the next generation of leaders and ensure a smooth leadership transition in the future.
Table of Contents

Defining Grooming for Management

“Grooming for management” refers to identifying individuals with leadership potential and equipping them with the necessary skills, knowledge, and experience to thrive in management roles. It’s a proactive approach that ensures a smooth leadership pipeline within the organization, fostering employee engagement, retention, and success.

Why Grooming Potential Leaders Matter?

Focusing solely on technical skills when identifying potential leaders can lead to missing out on valuable talent. Organizations that prioritize grooming individuals with strong leadership qualities experience numerous benefits, including:
  • Improved Succession Planning: By having a pool of trained individuals ready to step into leadership roles, L&D leaders can ensure a smooth transition when positions become available, minimizing disruption and maintaining operational efficiency.
  • Enhanced Employee Engagement: Recognizing and investing in developing high-potential employees fosters a sense of value and career progression, leading to increased engagement and motivation.
  • Stronger Company Culture: L&D leaders foster a positive and supportive work environment that benefits the entire team by cultivating leadership qualities like communication, collaboration, and problem-solving.

Ways to Identify Potential Leaders in the Organization?

Several tools and assessments can assist in identifying potential leaders:
  • Performance Reviews: Regularly reviewing employee performance can offer insights into individual strengths, weaknesses, and leadership potential.
  • Personality Tests: Certain personality tests can identify behavioral traits associated with successful leadership, such as decision-making, resilience, and adaptability.
  • 360-Degree Feedback: This method provides multi-perspective feedback on an individual’s performance and leadership skills from colleagues, supervisors, and even clients.
By actively seeking out individuals who possess these qualities and utilizing the tools discussed, L&D leaders can lay the foundation for effective leadership grooming and a flourishing future.

Strategies for Grooming Potential Leaders

Identifying promising individuals with leadership potential is just the first step. To help them blossom into future leaders, organizations need to provide strategic nurturing through various development opportunities. Here are some key strategies to consider:

Mentorship and Coaching Programs

  • Pairing aspiring leaders with experienced mentors allows them to gain valuable insights, guidance, and support. Mentors can share their knowledge and experience, provide objective feedback, and help mentees navigate challenges.
  • Investing in formal coaching programs can offer structured guidance and support from certified coaches who specialize in leadership development. Coaching can help individuals identify their strengths and weaknesses, set goals, and develop personalized development plans.

Leadership Development Workshops and Training Sessions

  • Offering targeted workshops and training sessions on essential leadership skills equips individuals with the necessary knowledge and tools.
  • Encouraging participation in industry conferences and leadership summits allows individuals to network with industry professionals, learn from established leaders, and stay updated on current trends and best practices in leadership.

Assigning Stretch Assignments and Special Projects

  • Providing challenging assignments that push individuals outside their comfort zones helps them develop new skills, build confidence, and gain valuable experience.
  • Entrusting them with special projects allows them to take on increased responsibility, demonstrate their leadership abilities, and learn from successes and failures.
By implementing these comprehensive strategies, L&D leaders can create a nurturing environment that cultivates the skills and knowledge necessary for aspiring leaders to thrive.
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Best Practices for Effective Grooming for Management

Identifying potential leaders and providing growth opportunities is crucial, but effective grooming requires more than just strategies. Here are some best practices that ensure your efforts translate into meaningful leadership development:
  • Providing Constructive Feedback and Guidance: Imagine Sarah, a high-potential employee with strong communication skills but struggles with delegation. A constructive approach involves providing specific and focused feedback, such as, “Sarah, your presentation was excellent, especially how you engaged the audience. However, delegating some of the research tasks to junior team members could have freed up your time to focus on the strategic aspects of the project.” This personalized feedback helps Sarah identify her development areas while acknowledging her strengths and fostering a motivated learning environment.
  • Creating a Supportive and Inclusive Work Environment: John, a technical expert with strong leadership potential, hesitates to participate in meetings due to his introversion. Creating a supportive environment involves encouraging participation from all voices and valuing diverse perspectives. This could involve calling on individuals by name to share their thoughts, creating smaller discussion groups within larger meetings, or offering different communication channels for comfortable participation. This inclusivity fosters John’s confidence and allows him to showcase his leadership abilities without feeling pressured or intimidated.
  • Aligning Grooming Initiatives with Organizational Goals and Values: An organization prioritizes innovation and collaboration as core values. Their grooming program should incorporate activities that nurture these values, such as assigning cross-functional projects that require teamwork and innovative problem-solving. Leadership development workshops could also emphasize fostering collaboration and open communication within teams, aligning individual development with the organization’s overall direction and values.
By incorporating these best practices, L&D leaders can ensure their grooming for management efforts are effective, targeted, and aligned with their overall goals. 

Common Challenges in Grooming Leaders

While the benefits of grooming potential leaders are undeniable, L&D leaders often face various challenges. Here are some common obstacles and practical strategies to overcome them:
  • Lack of Commitment from Leadership: If senior leadership doesn’t prioritize grooming, it sends a message that it’s not valued, leading to a lack of enthusiasm and support throughout the organization. Solution: Secure buy-in from senior leadership by highlighting the long-term benefits of grooming, such as improved succession planning, increased employee engagement, and a stronger leadership pipeline.
  • Limited Resources and Budgetary Constraints: Implementing comprehensive grooming programs can be resource-intensive. Solution: Explore cost-effective strategies like internal knowledge-sharing sessions, mentoring programs utilizing existing talent, or collaborating with other organizations for joint leadership development initiatives.
  • Difficulty Identifying Potential Leaders: Recognizing leadership qualities beyond technical skills can be challenging. Solution: Implement a multifaceted approach, using tools like performance reviews, personality tests, and 360-degree feedback to gain a comprehensive understanding of individuals’ potential.
  • Employee Hesitancy to Take on Additional Responsibilities: Individuals might hesitate to take on challenging projects or leadership roles due to fear of failure or lack of confidence. Solution: Create a supportive and encouraging environment, provide adequate training and resources, and celebrate successes to build confidence and encourage participation.
  • Retention Challenges: Investing in employee development can lead to concerns about them leaving for other opportunities. Solution: Foster a positive and engaging work environment that offers growth opportunities, competitive compensation and benefits, and recognition for achievements to encourage individuals to stay and contribute their leadership skills to the organization’s success.

Strategies to Overcome these Obstacles 

  • Develop a Clear Grooming Strategy: Define your organization’s grooming goals, identify the skills and qualities you seek in future leaders, and establish a structured development plan.
  • Communicate Effectively: Communicate the importance of grooming for leadership and its benefits to individuals and the organization.
  • Tailor Development Programs: Individualize development plans based on each person’s strengths, weaknesses, and aspirations.
  • Track Progress and Measure Results: Regularly monitor progress through performance reviews, feedback sessions, and assessments to ensure the effectiveness of your grooming efforts.
  • Celebrate Successes: Recognize and celebrate achievements and milestones along the way to motivate individuals and showcase the grooming program’s value.
Organizations can overcome roadblocks by acknowledging the potential challenges and implementing practical solutions.

Wrapping Up

Throughout this blog, we have explored the concept of “grooming for management”—the strategic process of identifying and nurturing individuals with leadership potential. We’ve discussed its importance, various strategies for effective implementation, and best practices to ensure success. As L&D leaders, you play a pivotal role in fostering and shaping your organization’s future. Invest in grooming initiatives and champion the development of your talent pool. By cultivating the seeds of leadership today, you ensure a vibrant and thriving organization for years.

Suprabha Sharma

Suprabha, a versatile professional who blends expertise in human resources and psychology, bridges the divide between people management and personal growth with her novel perspectives at Risely. Her experience as a human resource professional has empowered her to visualize practical solutions for frequent managerial challenges that form the pivot of her writings.

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Leader Competence: The Cornerstone of Effective Leadership Development

Leader Competence: The Cornerstone of Effective Leadership Development

Imagine you’re leading a talented team, but somehow, projects are stalling, and motivation seems slipping. You see the potential in your people, but something’s missing that extra spark to ignite their full capabilities. This is where effective leadership development comes in. Think of L&D as equipping your team with the right tools and knowledge to excel in their roles and inspire and guide others. Here’s where the concept of leadership competencies takes center stage. These specific skills, behaviors, and knowledge define successful leaders within your organization. The same approach applies to building a high-performing organization. Just like athletic prowess needs refinement, effective leadership requires targeted development. That’s where Leadership Development (L&D) programs come in. But simply enrolling leaders in workshops isn’t enough. To truly empower them, you need a well-defined framework – a roadmap that outlines the specific competencies crucial for success.
Table of Contents

What is Leader Competence?

Imagine yourself leading a project. You need the knowledge to set a clear direction, the skills to navigate challenges, and the right behaviors to motivate your team. That’s the essence of leadership competencies – a combination of what you know and can do and how you act that propels your team toward success. Think of it this way: strong leadership is like a three-legged stool. One leg represents your knowledge about the industry, the organization, and effective leadership principles. The second leg is your skillset, encompassing your ability to delegate tasks, solve problems, and communicate effectively. Finally, the third leg is your behavioral traits, like your ability to inspire, build trust, and foster collaboration within your team.

Why is it Crucial to have Clearly Defined Leadership Competencies within an Organization?

A shared understanding of what effective leadership looks like in your company is a compass for several reasons.  Firstly, it allows you to design targeted L&D programs. Instead of a generic one-size-fits-all approach, you can tailor development programs to address specific competency gaps identified within your leadership team. This ensures leaders receive the precise training and resources they need to hone their skills and knowledge in critical areas. Furthermore, clearly defined leadership competencies provide a standardized performance evaluation and development framework. Having a clear picture of the leadership behaviors expected at each level. This enables you to objectively assess your team’s strengths and weaknesses, identify areas for improvement and set specific development goals. It’s like having a roadmap—you know where your leaders are currently positioned and how to help them bridge the gap to reach their full potential. Finally, a well-defined competency framework is vital in selection and succession planning. When promoting individuals or choosing external candidates for leadership roles, you have a benchmark against which to measure their capabilities. This ensures you select individuals with the specific knowledge, skills, and behaviors required to thrive in leadership positions within your organization. It’s like having a perfect recruiting filter – you can confidently identify the right talent to lead your team forward.
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Crafting a Leadership Competency Framework

So, we’ve established that clearly defined leader competence is the building block of effective leadership development. But how do you translate this understanding into an actionable framework? Think of it like building a house—you need a solid blueprint to ensure a sturdy and functional structure. Here’s where L&D leaders like yourself step in. When crafting a leadership competency framework, there are three key considerations to keep in mind:
  • Alignment with Organizational Strategy: Just like a house needs to fit the landscape, your framework should be an extension of your organization’s DNA. Ask yourself: what are our core values? What are our long-term goals? The competencies outlined in your framework should directly support these objectives. For instance, if innovation is a core value, the framework might emphasize competencies like creativity, risk-taking, and embracing change.
  • Leadership Levels:  Imagine a two-story house – the structural requirements for each floor would differ. Similarly, the leadership competencies required at various levels within your organization will vary. Front-line leaders might need a strong focus on coaching and development, while senior management might require strategic thinking and the ability to navigate complex business landscapes. Tailoring competencies to specific leadership levels ensures targeted development and equips leaders with the tools they need to excel in their respective roles.
  • Industry Standards:  While every organization has its unique culture and goals, staying informed about industry best practices is crucial. Researching relevant leadership frameworks within your industry can provide valuable insights and ensure your framework incorporates the essential competencies recognized and sought-after across the field. This ensures your leaders are effective within your organization and possess the skillset to compete effectively in the broader industry landscape.
By carefully considering these factors, you can build a robust leader competence framework as the cornerstone for a successful L&D program. Remember, this framework is a living document – it should adapt to your organization’s and industry’s evolving needs. Regular review and updates will ensure it remains relevant and continues to empower your leaders to drive success.

Deconstructing the Framework: Core, Behaviors, and Proficiency

Now that we have the blueprint let’s delve into the specific components that make up a well-defined leadership competency framework. Imagine this framework as a detailed architectural plan – it outlines the essential elements that contribute to building a strong and successful leadership foundation.
  • Core Competencies: They are the fundamental building blocks of effective leadership, applicable across all organizational levels. Think of them as the pillars that support the entire structure. Core competencies include communication, strategic thinking, problem-solving, and decision-making. These skills are crucial for leaders to effectively navigate challenges, guide their teams, and achieve organizational goals.
  • Behavioral Indicators: Here’s where the framework comes alive. Vague statements about possessing a competency aren’t enough. We need to translate those general abilities into concrete actions. This is where behavioral indicators come in. For each core competency, you must define specific, observable behaviors demonstrating successful performance. For instance, a behavioral indicator for “communication” might be “Effectively communicates complex information to diverse audiences, tailoring the message and delivery style to ensure comprehension.” These indicators provide a clear picture of the successful application of competency in everyday situations.
  • Proficiency Levels:  Not all leaders are created equal. The expertise required for each competency will vary depending on the leadership level. Imagine a building with multiple floors; the foundation’s structural requirements differ from those needed for the rooftop. Similarly, proficiency levels establish the expected level of skill development for each core competency at different leadership stages. For instance, a first-line leader might need a basic understanding of strategic thinking, while senior management would require a more advanced ability to formulate and execute complex organizational strategies. Defining proficiency levels ensures targeted development and equips leaders with the appropriate skillset corresponding to their roles and responsibilities.
By incorporating core competencies, behavioral indicators, and proficiency levels, your leadership competency framework transforms from a theoretical concept into a practical tool. It equips you to assess your leaders’ strengths and weaknesses and identify areas for development.

Putting the Plan into Action: Leveraging the Framework for L&D and Beyond

We’ve meticulously built the blueprint and identified the essential building blocks. Now comes the exciting part: putting the leadership competency framework into action. This leader competence framework is not merely a theoretical document; it’s a powerful tool designed to empower your L&D initiatives and propel leadership development within your organization.
  • Integration with L&D Programs:  Imagine your framework as a project management tool. As different tools are used for various construction stages, the framework can be seamlessly integrated into diverse L&D programs to address specific leadership needs.
  • Workshops: When designing workshops, map the learning objectives to the core competencies outlined in the framework. For instance, a workshop focused on communication skills can target behavioral indicators like “actively listens to understand different perspectives” and “tailors communication style to different audiences.” This ensures the workshop content addresses the competencies deemed crucial for leadership success within your organization.
  • Coaching and Mentoring:  The framework is a guiding light for coaching and mentoring sessions. Leaders can leverage the defined behavioral indicators to identify areas for improvement and set specific, measurable goals. Mentors can then provide targeted guidance and support, helping leaders develop the necessary skills and behaviors to excel in their roles.
  • Assessment and Development Planning: Performance reviews become more objective and focused when the framework is used as a yardstick. By evaluating leaders against the established behavioral indicators and proficiency levels, you gain valuable insights into their strengths and weaknesses. This data then paves the way for personalized development plans. Leaders can identify competency gaps and choose appropriate training programs, coaching sessions, or mentoring opportunities to bridge those gaps and enhance their leadership capabilities.
The impact extends beyond current leaders. The framework becomes valuable for identifying high-potential individuals and guiding their development journey. Aspiring leaders can utilize the framework to understand the competencies expected at different leadership levels and proactively seek opportunities to develop the necessary skills and behaviors. 

Challenges and Solutions to Building a Robust Leader Competence 

While a well-defined leader competence framework offers many benefits, the road to implementation isn’t always smooth. Here, we delve into some common challenges organizations face and explore effective strategies to overcome them:
  • Lack of Stakeholder Buy-in:  Building a framework requires collaboration from various stakeholders, including senior leadership, HR, and L&D professionals. Without their active involvement and support, the framework might be perceived as an HR initiative rather than a strategic tool for leadership development.
  • Subjectivity in Defining Competencies:  Translating abstract leadership qualities into concrete behavioral indicators can be subjective. Relying solely on individual opinions can lead to inconsistencies and a framework that doesn’t accurately reflect the organization’s needs.
  • Generic Framework, Limited Applicability:  A one-size-fits-all approach doesn’t work. A generic framework that fails to consider the specific context, industry, and leadership levels within your organization will lack relevance and hinder effective development.

Strategies for Overcoming Obstacles and Maximizing Leader Competence Effectiveness

  • Foster Collaboration:  Ensure active participation from key stakeholders throughout the development process. Conduct workshops, involve senior leaders in defining leadership expectations, and obtain buy-in from HR and L&D teams responsible for implementing the framework.
  • Data-Driven Approach:  Don’t solely rely on opinions. Gather data through surveys, focus groups, and leadership assessments to identify the specific competencies crucial for success within your organization. Industry research and benchmarking can also provide valuable insights.
  • Tailored Framework Design:  Develop a framework specific to your organization’s needs and industry context. Consider the different leadership levels and tailor the required competencies and proficiency levels accordingly.
  • Communication and Transparency:  Once the framework is established, clearly communicate it to all employees, particularly leaders and aspiring leaders. Transparency fosters understanding, ensures everyone is on the same page regarding leadership expectations, and encourages individual development efforts.
  • Continuous Monitoring and Improvement:  The framework is a living document, not a static one. Regularly review and update the competencies based on evolving business needs, industry trends, and feedback from stakeholders. This ensures the framework remains relevant and effective in driving leadership development within your organization.
By acknowledging these challenges and implementing the suggested solutions, you can navigate the development and implementation process effectively. 

Wrapping Up

Effective leadership isn’t a stroke of luck; it’s a product of targeted development. Clearly defined leader competence – the knowledge, skills, and behaviors required for success – is the building block for this development. A well-crafted competency framework serves as the blueprint, outlining these essential competencies, establishing specific behavioral indicators for assessment, and defining the expected proficiency levels at various leadership stages. So, L&D leaders, the power lies in your hands. By implementing robust leader competence frameworks, you can transform leadership development from a scattered effort into a strategic initiative.  

Suprabha Sharma

Suprabha, a versatile professional who blends expertise in human resources and psychology, bridges the divide between people management and personal growth with her novel perspectives at Risely. Her experience as a human resource professional has empowered her to visualize practical solutions for frequent managerial challenges that form the pivot of her writings.

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Confused by L&D Metrics? Here’s How to Focus on What Matters

Confused by L&D Metrics? Here’s How to Focus on What Matters

You’ve undoubtedly witnessed companies celebrating a record number of employees completing leadership training programs. Champagne toasts erupt, press releases tout the accomplishment, and everyone feels a sense of accomplishment. But fast forward a year, and the celebratory mood sours. Managers express disappointment as the promised improvements in team performance and employee engagement fail to materialize. New skills aren’t being applied, and frustration mounts. This scenario exemplifies a widespread pitfall in L&D: overemphasizing vanity metrics. Metrics like course completion rates provide a feel-good narrative but fail to capture the true impact of training programs. They paint a surface-level picture, neglecting the all-important question: did the training translate into tangible results? This is where a deeper understanding of L&D metrics becomes crucial. If you have been in a similar situation, keep reading to see how to avoid it.
Table of Contents

Definition and Significance of L&D Metrics

In the dynamic landscape of organizational development, measuring the effectiveness of training programs goes beyond simply counting participants or completion rates. This is where L&D metrics come into play. They act as a compass, guiding us to understand how learning initiatives translate into tangible results. L&D metrics encompass a comprehensive set of data points that assess the impact of ongoing training programs on various aspects. By leveraging L&D metrics, organizations gain valuable insights that empower them to:
  • Evaluate the effectiveness of training programs: Metrics provide a data-driven approach to assess whether the training is meeting its intended objectives.
  • Identify areas for improvement: Analyzing data helps pinpoint weaknesses in the program’s design, delivery, or content, allowing for targeted adjustments.
  • Optimize resource allocation: Metrics ensure that resources are invested in programs that demonstrably yield positive results.
  • Demonstrate the return on investment (ROI) of L&D initiatives: Data enables organizations to quantify the tangible benefits of training programs, justifying their continued investment.

Why Real Metrics Matter More Than Vanity Metrics?

While L&D metrics offer valuable insights, it’s crucial to differentiate between actionable and vanity metrics. Vanity metrics present a superficial picture of training activity, often focusing on surface-level achievements that don’t necessarily translate to actual skill development or improved performance. Here are some commonly used vanity metrics in L&D:
  • Number of training hours completed: While attending training sessions is essential, focusing solely on the duration doesn’t guarantee knowledge retention or application.
  • Course completion rates: High completion rates might indicate program accessibility but don’t reveal how much participants learned or how effectively they can apply the acquired knowledge.
  • Participant satisfaction scores: Positive feedback about the training experience is valuable but doesn’t necessarily reflect whether participants gained the necessary skills or are implementing them in their work.
Over-reliance on vanity L&D metrics can lead to a false sense of accomplishment and hinder the identification of areas where the program might be falling short.
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Focusing on Actionable Metrics

While vanity metrics might offer a comforting illusion of progress, true organizational growth necessitates a shift toward actionable metrics. These metrics act as a bridge, directly linking learning activities to real business outcomes. They move beyond simply measuring training completion and delve into the heart of the matter: did the training translate into tangible results?

Why Actionable Metrics Matter?

Focusing solely on vanity metrics creates a misleading narrative. High completion rates and positive satisfaction scores paint an incomplete picture, neglecting the crucial question: are employees applying the acquired knowledge and skills in their daily work? Actionable metrics address this gap by measuring the following:
  • Changes in behavior: Do leaders exhibit the desired behaviors learned during the program, such as improved communication, delegation, or problem-solving skills?
  • Skill application: Are participants actively utilizing the learned skills in real-world work situations?
  • Team performance: Do teams led by trained individuals demonstrate measurable productivity, efficiency, or improvement in goal achievement?
By prioritizing these metrics, organizations gain valuable insights into the effectiveness of their L&D programs and their ultimate impact on the bottom line.

Examples of Actionable Metrics:

Actionable metrics provide a comprehensive picture of the program’s influence, encompassing various aspects:
  • Increased Employee Engagement: Does the training lead to a more motivated and engaged workforce, fostering a positive work environment and a stronger sense of ownership?
  • Improved Productivity and Performance: Do trained employees demonstrate a measurable increase in output, efficiency, or the ability to achieve set goals?
  • Reduced Turnover Rates: Does the training contribute to a more satisfied and committed workforce, leading to lower employee turnover rates?
  • Positive Impact on Customer Satisfaction: Does the training equip employees with the skills and knowledge to deliver exceptional customer service, leading to higher customer satisfaction scores?
By measuring these metrics, organizations can assess the true value of their L&D investments. They gain a data-driven understanding of how training programs contribute to:
  • Enhanced employee capabilities: Employees gain the necessary skills and knowledge to excel in their roles.
  • Improved team dynamics: Teams function more cohesively and efficiently, achieving goals collaboratively.
  • Stronger customer relationships: Employees are better equipped to deliver exceptional customer service, fostering loyalty and satisfaction.
  • Achieving strategic objectives: The training program directly supports the organization’s strategic goals, driving sustainable growth and success.
Actionable metrics empower organizations to move beyond the limitations of vanity metrics. They illuminate the true impact of L&D initiatives, ensuring that training programs are not merely expenses but strategic investments that yield measurable results and contribute to achieving long-term organizational objectives.
While the shift towards actionable metrics offers a plethora of benefits, the journey isn’t without its roadblocks. Here, we explore some common challenges organizations face in transitioning from vanity metrics to a more impactful measurement approach:
  • Quantity over Quality: Traditional metrics often focus on the volume of training delivered (e.g., number of training hours, courses completed). This approach prioritizes completion over learning outcomes. Solution: Move beyond simply counting hours. Focus on assessing knowledge retention, skill application, and behavioral changes in participants.
  • Misalignment with Business Goals: Vanity metrics might not directly connect to the organization’s strategic objectives. This creates a disconnect between training efforts and desired business outcomes. Solution: Ensure L&D initiatives are aligned with the organization’s strategic goals. Design training programs that address specific skills and behaviors required to achieve those goals.
  • Inability to Measure Impact: Vanity metrics often fail to capture the true impact of training on crucial aspects like employee performance, employee engagement, and retention rates. Solution: Integrate metrics that assess these behavioral changes and business outcomes.
  • Limited Actionability: Vanity metrics often provide limited insights for actionable improvements. They tell you what happened (e.g., training completion) but not how it impacted the organization. Solution: Focus on metrics that provide clear direction for improvement. Analyze data to identify areas where the program might be falling short and use those insights to refine the training content, delivery methods, or assessment strategies.
  • Resistance to Change: Shifting from a culture of vanity metrics to a data-driven approach might encounter resistance from stakeholders accustomed to traditional measurement methods. Solution: Foster a culture of continuous improvement and data-driven decision-making. Showcase the benefits of actionable metrics in demonstrating the tangible value of L&D programs.
Overcoming these challenges requires a multifaceted approach:
  • Leadership buy-in: Secure the active involvement of senior leaders in advocating for the importance of measuring the impact of L&D initiatives.
  • Collaboration: Establish clear communication channels between L&D professionals, HR, and business leaders to ensure alignment between training programs and organizational goals.
  • Data collection and analysis: Invest in robust systems for collecting and analyzing data relevant to actionable metrics.
  • Continuous evaluation: Regularly review and refine L&D programs based on the insights gleaned from data analysis.
By addressing these challenges and implementing a data-driven approach to L&D measurement, organizations can unlock the true potential of their leadership development initiatives.

How Risely Bridges the Gap with Actionable Metrics?

Having established the challenges and importance of transitioning from vanity metrics to actionable L&D metrics, let’s delve into how Risely’s features bridge this gap and empower organizations to measure the true impact of their leadership development initiatives. Risely’s Features:
  • Daily Nudges: These targeted micro-learning opportunities go beyond traditional training modules. Daily nudges reinforce key concepts, promote knowledge retention, and provide opportunities for applying learned skills in real time. This continuous reinforcement fosters behavioral change, a crucial aspect of measuring actionable metrics.
  • Skill Center: This comprehensive library provides leaders with on-demand access to resources and tools aligned with their development needs. By tracking skill usage and engagement within the Skill Center, Risely offers insights into Knowledge acquisition and Skill application.
Through these features, Risely directly contributes to measuring actionable metrics like:
  • Changes in behavior: Daily nudges and the Skill Center’s practical resources encourage consistent application of learned skills, leading to observable behavioral changes in leaders.
  • Improved team performance: By equipping leaders with the necessary skills and fostering a culture of continuous learning, Risely indirectly contributes to improved team performance metrics like productivity, efficiency, and goal achievement.
By leveraging Risely, you can move beyond vanity metrics and demonstrate the true value of their L&D investments, ultimately driving positive change and achieving strategic goals.

Conclusion

While traditional L&D metrics might provide a superficial sense of accomplishment, true organizational growth necessitates a shift towards actionable metrics. These L&D metrics bridge the gap between training activities and tangible business outcomes, ensuring that your investment in leadership development yields measurable results. Risely empowers you to move beyond vanity metrics. Our features and AI coach, Merlin, provide a comprehensive approach to measuring the true impact of your L&D programs. Don’t let vanity metrics hold you back. Sign Up on Risely today.

Suprabha Sharma

Suprabha, a versatile professional who blends expertise in human resources and psychology, bridges the divide between people management and personal growth with her novel perspectives at Risely. Her experience as a human resource professional has empowered her to visualize practical solutions for frequent managerial challenges that form the pivot of her writings.

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Is Executive Coaching Cost Worth the Investment? Exploring Options for Leaders

Is Executive Coaching Cost Worth the Investment? Exploring Options for Leaders

In today’s dynamic business landscape, effective leadership is no longer a privilege; it’s a necessity. This has fueled the rise of executive coaching, a targeted development approach that empowers leaders to hone their skills and navigate complex challenges. However, a crucial question remains: at what cost? Executive coaching offers undeniable benefits, but its associated financial investment can pose a significant barrier for organizations and individual leaders seeking to unlock their full potential. Let’s delve deeper into the considerations of executive coaching cost and explore its accessibility within the current landscape.
Table of Contents

Unveiling the Factors Shaping Executive Coaching Cost

While the value proposition of executive coaching is undeniable, its accessibility hinges on a critical aspect: cost. Several factors significantly influence the price tag associated with this targeted development approach:
  • Coach Expertise:  Seasoned coaches with extensive experience and a proven track record naturally command higher fees. Their established reputation and in-depth knowledge translate to a more tailored coaching experience for leaders.
  • Engagement Duration:  Coaching engagements typically range from a few months to a year or more. The longer the coaching duration, the higher the cumulative cost.
  • Customization Level:  Highly customized coaching programs designed to address specific leadership challenges and organizational goals often come at a premium compared to more standardized coaching packages.
Industry Benchmarks: Considering these factors, the average of executive coaching cost can range anywhere from:
  • $200 to $3,000 per hour: This broad range reflects the varying experience levels, engagement duration, and customization coaches offer.
  • $150,000+ per year: This represents the high-end range, typically associated with highly experienced coaches and extensively customized coaching programs for senior executives.
Perceived Value vs. Cost: While the price tag might seem substantial, the potential return on investment (ROI) for organizations and individual leaders can be significant. Executive coaching can lead to:
  • Enhanced leadership skills: Improved communication, decision-making, and conflict-resolution abilities.
  • Increased employee engagement: A more effective leader can inspire and motivate their team.
  • Improved business performance: Coaching can contribute to achieving strategic goals and driving organizational growth.
Therefore, the perceived value of executive coaching cost lies in its potential to unlock significant improvements in leadership capabilities, ultimately translating into tangible benefits for both leaders and the organization. However, the high costs associated with traditional coaching models can limit accessibility, particularly for smaller businesses and individual leaders with limited financial resources.

The Accessibility Challenge: When Cost Becomes a Hurdle

While the transformative power of executive coaching is clear, its accessibility faces a significant roadblock: executive coaching cost. The high price tag associated with traditional coaching programs can severely limit their reach, hindering leadership development opportunities for many individuals and organizations.

Consequences of Limited Access

This restricted access can lead to several potential consequences:
  • Hindered Leadership Growth and Development:  Without access to coaching, high-potential individuals and aspiring leaders might lack the targeted guidance and support to hone their skills and reach their full potential. This stagnation can stifle innovation and hinder the development of a strong leadership pipeline within organizations.
  • Limited Talent Pool for Future Leadership Roles:  Organizations heavily reliant on traditional coaching methods might struggle to equip a broader range of leaders with the necessary skills. This can restrict the pool of qualified candidates for future leadership positions, potentially hindering succession planning and organizational growth.
  • Reduced Overall Organizational Effectiveness:  Inadequate leadership development can have a ripple effect, impacting team performance, employee morale, and, ultimately, the organization’s ability to achieve its strategic goals. The entire organization can suffer when leaders lack the skills to effectively navigate challenges, inspire their teams, and drive results.

The Need for Alternative Solutions

The limitations imposed by the high cost of traditional coaching necessitate exploring alternative solutions. Innovative approaches like:
  • Group coaching programs: Offering a more cost-effective way to simultaneously provide development opportunities for multiple leaders.
  • Leadership development platforms: Utilizing technology to deliver scalable learning solutions with micro-coaching opportunities and peer-to-peer learning communities.
By adopting these alternative methods, organizations can bridge the accessibility gap and ensure valuable leadership development opportunities are available to a broader range of individuals. This fosters a more inclusive learning environment, empowers leaders at all levels to reach their full potential, and ultimately contributes to a stronger and more effective organization.
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Risely – Your Accessible Leadership Development Solution

The limitations of traditional coaching models necessitate exploring alternative solutions that offer effectiveness, accessibility, and affordability. Risely goes beyond the constraints of traditional coaching by providing a data-driven and accessible platform designed to empower leaders at all levels. Key Features Addressing Development Needs:
  • Personalized Daily Nudges:  Risely delivers micro-learning nudges tailored to each leader’s specific needs and challenges. These bite-sized insights help leaders continuously learn and apply new skills in real-time situations.
  • AI-Coach Merlin:  Merlin, your virtual coach, leverages data and analytics to provide personalized recommendations and feedback. This ongoing support ensures leaders stay on track with their development goals and receive targeted guidance.
  • Skill Development Tracking & Progress Monitoring:  Risely offers comprehensive data insights to track progress and identify areas for improvement. Leaders gain valuable self-awareness and can monitor their skill development over time.
  • Focus on Continuous Learning:  The platform fosters a culture of continuous learning by providing ongoing access to learning resources and skill-building exercises.
Risely stands out not only for its comprehensive features but also for its significant cost advantage compared to traditional coaching.
  • Traditional coaching often costs between $200 and $800 per hour, with total program costs reaching $50,000 or more. On the other hand, Risely offers a subscription-based model, providing access to the entire platform and its features at a fraction of the cost associated with traditional coaching.
By choosing Risely, you gain immense value:
  • Cost-effective: Leaders gain access to a comprehensive development program at a significantly lower cost than traditional coaching.
  • Data-driven approach: Personalized coaching and progress tracking ensure leaders receive targeted support and focus on areas that yield the most significant impact.
  • Continuous learning: The platform fosters a culture of ongoing development, equipping leaders with the skills they need to thrive in the ever-evolving business landscape.
Risely empowers you to bridge the accessibility gap and unlock your leaders’ full potential. It’s a data-driven, cost-effective solution that fosters a culture of continuous learning and drives long-term leadership development success.

Conclusion 

Investing in leadership development is paramount for organizational growth and success. However, executive coaching cost models often have a hefty price tag, creating a significant barrier for many individuals and organizations. Risely emerges as a powerful solution, bridging this gap by offering a comprehensive leadership development platform at a fraction of the cost. Its data-driven approach, featuring personalized coaching tips, AI-powered support, and continuous learning tools, empowers leaders at all levels to refine their skills and reach their full potential. Explore Risely today!

Suprabha Sharma

Suprabha, a versatile professional who blends expertise in human resources and psychology, bridges the divide between people management and personal growth with her novel perspectives at Risely. Her experience as a human resource professional has empowered her to visualize practical solutions for frequent managerial challenges that form the pivot of her writings.

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Looking For a Delegation Coach? 10 Delegation Training Courses at Your Fingertips for quick learning

Looking For a Delegation Coach? 10 Delegation Training Courses at Your Fingertips for quick learning

Delegation is a cornerstone skill for any manager or leader aiming to foster team growth and maximize productivity. Yet, mastering delegation is often a complex process, requiring a blend of knowledge, practice, and expert guidance. In this blog, we’ll delve into the pivotal role that delegation coaching and training courses play in refining managers’ delegation skills, ultimately contributing to organizational success. We’ll explore how delegation coaching offers personalized support to enhance managers’ ability to distribute tasks effectively and cultivate a culture of trust within their teams. Additionally, we’ll investigate the benefits that delegation training courses offer, from equipping managers with practical techniques to fostering accountability and time management. 
Table of Contents

Understanding Delegation Coaching

Delegation coaching involves personalized guidance and support tailored to help managers improve their delegation abilities. A delegation coach provides valuable insights, feedback, and strategies to empower managers to distribute tasks effectively, trust their team members, and optimize resource utilization. Through one-on-one sessions or group workshops, delegation coaches address individual challenges and opportunities, equipping managers with the confidence and competence needed to delegate with ease.

What role does training play in the delegation process? 

Enrolling in delegation training courses offers numerous benefits for both managers and organizations. These courses provide structured learning experiences to enhance delegation skills and promote leadership growth. Participants learn practical techniques for identifying tasks suitable for delegation, selecting the right team members based on strengths and capabilities, and communicating expectations. Additionally, delegation training courses emphasize the importance of accountability, time management, and fostering a culture of trust within teams. Managers can unlock various benefits by investing in delegation training, including increased productivity, improved employee morale, and enhanced team performance. Now, let’s explore the critical components of delegation training and how they contribute to the delegation process.

Key Components of Delegation Training

Delegation training courses typically cover essential elements that are integral to effective delegation. These components include:
  1. Task Identification: Managers learn how to identify tasks that can be delegated based on factors such as complexity, urgency, and their own skill set.
  2. Team Member Selection: Training helps managers understand how to assess team members’ strengths, weaknesses, and interests to match tasks appropriately and ensure successful outcomes.
  3. Clear Communication: Effective communication is crucial in delegation. Training courses teach managers how to articulate expectations, provide necessary instructions, and establish checkpoints for progress monitoring.
  4. Setting Goals and Deadlines: Delegation training emphasizes setting SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals and deadlines to ensure clarity and accountability.
  5. Monitoring and Feedback: Managers learn how to monitor delegated tasks, provide ongoing support and feedback, and intervene to address challenges or obstacles when necessary.
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Choose your Delegation Coach: 10 Delegation training courses

  • “Delegation Mastery: The Art of Delegating Effectively” (Udemy): This course is designed to help participants master the art of delegation by providing practical strategies and techniques for effective delegation. It covers topics such as identifying tasks suitable for delegation, selecting the right team members, setting clear expectations, and providing support and feedback. Through lectures, real-life examples, and interactive exercises, participants learn how to delegate tasks efficiently and empower their team members to achieve better results.
  • “Effective Delegation: Techniques and Strategies” (LinkedIn Learning): This course offered on LinkedIn Learning focuses on teaching participants the techniques and strategies needed to delegate tasks effectively. It covers essential concepts such as understanding delegation principles, overcoming common delegation pitfalls, and building trust with team members. Participants learn to assess tasks for delegation, communicate expectations clearly, and provide the necessary support to ensure successful outcomes.
  • “Delegation Skills for Leaders” (Coursera): Developed by the University of Colorado Boulder, this course is part of the Leadership Development for Engineers specialization on Coursera. It aims to equip leaders with the essential delegation skills to manage teams and achieve organizational goals effectively. Participants learn how to delegate tasks strategically, develop trust with team members, and foster a culture of accountability. The course includes video lectures, readings, and practical assignments to reinforce learning.
  • “Delegating for Results” (American Management Association): This course offered by the American Management Association focuses on helping managers and leaders delegate tasks to achieve desired results. It covers identifying delegation opportunities, selecting the right people for tasks, and providing necessary support and feedback. Participants learn to overcome common delegation challenges and develop a plan tailored to their organizational needs.
  • “Mastering Delegation” (Skillsoft): This Skillsoft course provides comprehensive training on mastering the delegation process. It covers essential skills such as assessing tasks for delegation, communicating effectively with team members, and monitoring progress. Participants learn how to delegate tasks efficiently while maintaining accountability and fostering teamwork within their organization.
  • “Delegation: The Art of Delegating Effectively” (Global Knowledge): This course focuses on teaching participants the art of delegation to enhance productivity and achieve better results. It covers techniques for assessing tasks, selecting the right individuals for delegation, and setting clear expectations. Participants learn how to delegate tasks strategically to maximize efficiency and empower their team members.
  • “Advanced Delegation Techniques” (FranklinCovey): This course by FranklinCovey is designed for experienced leaders looking to refine their delegation skills. It explores advanced delegation techniques such as cascading delegation, setting SMART goals, and leveraging technology for effective communication and collaboration. Participants learn how to delegate tasks strategically to drive organizational success.
  • “Delegation Skills Training Course” (Management Training Institute): This course focuses on providing practical delegation skills training for managers and leaders. It covers topics such as assessing task complexity, identifying delegation opportunities, and providing clear instructions. Participants learn to delegate tasks efficiently while building team trust and accountability.
  • “Delegation Essentials” (DevelopHer): Developed by DevelopHer, this course aims to equip participants with the skills and knowledge needed to delegate effectively. It covers fundamental concepts such as prioritizing tasks, selecting the right people for delegation, and providing necessary support and feedback. Participants learn to delegate tasks strategically to achieve better outcomes and improve performance by understanding the purpose behind a certain task.
  • “Delegating with Confidence” (Vital Learning): This course offered by Vital Learning focuses on helping managers develop confidence in their delegation abilities. It covers practical strategies for assessing tasks, selecting appropriate team members, and setting clear expectations. Participants learn how to delegate tasks effectively while maintaining accountability and fostering a culture of collaboration within their teams.

Delegation Coaches 

  • Michael Hyatt: Michael Hyatt is a leadership expert, bestselling author, and former CEO of Thomas Nelson Publishers. He is known for his productivity, goal-setting, and leadership development expertise. Through his website, books, podcasts, and online courses, Hyatt offers coaching and resources to help individuals and organizations achieve their goals, including improving delegation skills. His approach emphasizes clarity, focus, and effective communication to empower leaders to delegate tasks efficiently and build high-performing teams.
  • Julie Perrine: Julie Perrine is an administrative expert, author, and speaker specializing in administrative training and development. She is the founder and CEO of All Things Admin, a company dedicated to providing administrative professionals with training, resources, and support. Perrine offers coaching and workshops on various topics, including effective delegation techniques for administrative professionals. Her coaching empowers administrative professionals to prioritize tasks, streamline processes, and delegate responsibilities effectively to enhance productivity and contribute more strategically to their organizations.
  • Whitney Johnson: Whitney Johnson is a bestselling author, executive coach, and innovation thinker known for her work on disruptive innovation and personal disruption. She is the CEO of WLJ Advisors and authorizes several books, including “Disrupt Yourself” and “Build an A-Team.” Johnson offers coaching and workshops to help leaders and organizations navigate change, foster innovation, and build high-performing teams. Her coaching approach emphasizes personal growth, resilience, and embracing discomfort to achieve breakthrough results, including mastering the art of delegation.
  • Dave Crenshaw: Dave Crenshaw is a productivity expert, author, and speaker specializing in time management and leadership development. He founded Invaluable Inc., a coaching and training company dedicated to helping individuals and organizations improve their productivity and effectiveness. Crenshaw offers coaching, workshops, and online time management, delegation, and leadership courses. His coaching approach focuses on practical strategies, mindset shifts, and accountability to help individuals overcome productivity challenges and achieve their goals, including mastering delegation skills.
  • Neen James: Neen James is a leadership and productivity expert, keynote speaker, and author known for her energetic and engaging presentations. She is the author of several books, including “Folding Time” and “Attention Pays.” James offers coaching, workshops, and keynote presentations to help individuals and organizations improve their focus, productivity, and communication skills. Her coaching approach emphasizes creating moments of impact, managing attention effectively, and fostering meaningful connections to drive results, including mastering delegation to empower teams and achieve greater success.

To conclude

Delegation coaching and training courses are indispensable resources for managers seeking to enhance their delegation skills and drive organizational excellence. Delegation coaching provides tailored guidance and strategies to empower managers to delegate tasks effectively. At the same time, training courses offer structured learning experiences to equip them with practical techniques and foster a culture of accountability within their teams. By investing in delegation coaching and training, managers can unlock many benefits, including increased productivity, improved team morale, and enhanced organizational performance. As the demand for effective delegation continues to rise in today’s dynamic business landscape, embracing these resources becomes paramount for leaders committed to achieving sustainable success.

Aastha Bensla

Aastha, a passionate industrial psychologist, writer, and counselor, brings her unique expertise to Risely. With specialized knowledge in industrial psychology, Aastha offers a fresh perspective on personal and professional development. Her broad experience as an industrial psychologist enables her to accurately understand and solve problems for managers and leaders with an empathetic approach.

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Understanding the world of Goal Setting Coach to reach new heights

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Setting and achieving goals is essential for personal and organizational success in today’s fast-paced and competitive work environment. However, navigating the path to goal attainment can be challenging without proper guidance and support. This is where coaching for goal setting comes into play. Goal-setting coaching is a structured process that helps individuals and organizations identify their objectives and develop actionable plans to achieve them. By working closely with a coach, individuals can gain clarity, focus, and motivation to pursue their goals effectively. In this blog, we will delve into the world of goal setting coaching. We will discuss the coaching process, an example of setting SMART goals, and what to expect when working with a goal setting life coach. Additionally, we will highlight ten top workplace goal-setting coaches who offer valuable expertise and guidance in this field.
Table of Contents

Understanding Goal Setting Coaching

Goal setting coaching is a process that helps individuals and organizations identify their objectives and develop actionable plans to achieve them. It involves working closely with a coach who provides guidance, support, and accountability throughout the goal-setting journey. Goal setting coaching is based on the principle that setting clear, specific, and achievable goals can lead to greater motivation, focus, and success. Here’s a more detailed explanation of what this entails:
  • Coaching Process: Goal setting coaching typically involves a structured process that guides clients through various stages of goal identification, planning, implementation, and evaluation. Coaches utilize multiple techniques and tools to facilitate this process, tailoring their approach to each client’s unique needs and preferences.
  • Clarifying Objectives: One of the primary roles of a goal-setting coach is to assist clients in clarifying their objectives. This involves helping individuals articulate their aspirations, values, and priorities and identifying obstacles or challenges that may hinder goal attainment.
  • Creating Actionable Plans: Once goals are defined, the coach works with the client to develop actionable plans outlining the steps needed to achieve each objective. This may involve breaking down larger goals into smaller, more manageable tasks, prioritizing action items, and establishing timelines and deadlines for completion.
  • Providing Accountability: Accountability is a crucial aspect of goal setting coaching. Coaches help clients stay accountable to their goals by providing support, encouragement, and feedback. This may involve regular check-ins, progress reviews, and adjustments to the action plan as needed.
  • Building Confidence and Resilience: Goal setting coaching goes beyond simply setting goals; it also focuses on building the confidence, resilience, and self-efficacy needed to pursue and achieve those goals. Coaches help clients develop a growth mindset, overcome self-doubt and limiting beliefs, and cultivate the skills and mindset necessary for success.
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Understanding SMART Goals

SMART goals are a framework for setting Specific, Measurable, Achievable, Relevant, and Time-bound objectives. This approach provides a clear and structured method for defining meaningful, attainable, and trackable goals in personal or professional contexts. Example: Suppose an individual wants to improve physical fitness by incorporating regular exercise. Using the SMART criteria, they can formulate a goal that meets each of the following criteria:

Working with a Goal Setting Life Coach

Goal setting life coaches are professionals who specialize in helping individuals clarify their goals, create actionable plans, and provide support and accountability throughout the goal-achievement process. Here’s what you can expect when working with a goal setting life coach:
  • Initial Consultation: The coaching relationship typically begins with an initial consultation, where you discuss your goals, challenges, and expectations. The coach will ask questions to understand your current situation, values, and motivations, which will help them tailor the coaching process to your needs.
  • Goal Setting Session: During the goal setting session, the coach will help you define your goals in a clear, specific, and measurable way. They will assist you in identifying your priorities, values, and long-term vision to ensure that your goals are aligned with what truly matters to you.
  • Action Planning: Once your goals are established, the coach will work with you to create a detailed action plan. This plan will outline the steps you need to take, the resources you may require, and any potential obstacles you might encounter.
  • Accountability and Support: One of the key roles of a goal setting life coach is to provide accountability and support throughout your journey. They will check in with you regularly to monitor your progress, offer guidance, and help you stay focused and motivated.
  • Adjustments and Reflection: As you work towards your goals, the coach will help you reflect on your progress and adjust your action plan. They will encourage you to celebrate your successes and learn from any setbacks, using them as opportunities for growth.
  • Feedback and Encouragement: A goal setting life coach will provide constructive feedback and encouragement to keep you on track. They will help you build resilience and confidence, ensuring you stay committed to your goals even when faced with challenges.
  • Completion and Transition: Once you have achieved your goals or made significant progress, the coach will assist you in transitioning to the next phase of your journey. They may help you set new goals or provide strategies for maintaining the progress you have made.

Top 10 Goal Setting Coaches

These coaches provide valuable expertise and guidance to individuals and organizations seeking to set and achieve workplace goals. Their coaching services and resources can empower professionals to enhance their performance, productivity, and overall success.

Brian Tracy 

Brian Tracy is a highly regarded author, speaker, and success expert. With over 30 years of experience, Tracy has consulted for thousands of companies and addressed more than five million people in talks and seminars throughout the US, Canada, and 70 other countries. His coaching programs focus on leadership, time management, and goal achievement in the workplace. Tracy has authored over 80 books, including bestsellers like “Eat That Frog!” and “Goals!: How to Get Everything You Want — Faster Than You Ever Thought Possible.”

Tony Robbins 

Tony Robbins is a world-renowned life and business strategist who has empowered millions of people through his coaching programs, seminars, and bestselling books. With over four decades of experience, Robbins has coached top CEOs, presidents, and athletes to achieve peak performance. His coaching services cover various aspects of workplace goal setting, leadership development, and team building. Robbins is the author of several bestselling books, including “Unshakeable” and “Awaken the Giant Within.” Here are top 10 teams building activities for you to try out with your teams!

Michael Hyatt 

Michael Hyatt is a former CEO turned leadership expert, bestselling author, and productivity coach. He has spent decades helping individuals and organizations achieve their goals and thrive personally and professionally. Hyatt’s coaching programs focus on goal setting, productivity, and leadership development, offering practical strategies and tools for success. He is the author of several books, including “Your Best Year Ever” and “Free to Focus.”

Brendon Burchard 

Brendon Burchard is a high-performance coach, motivational speaker, and bestselling author. He is widely recognized for his expertise in helping individuals and teams reach their full potential. Burchard’s coaching programs emphasize goal setting, mastering growth mindset, and performance optimization in the workplace. He is the author of multiple bestselling books, including “High Performance Habits” and “The Motivation Manifesto.”

Marshall Goldsmith 

Marshall Goldsmith is a world-renowned executive coach and leadership thinker known for his practical and insightful approach to leadership development. With over 40 years of experience, Goldsmith has worked with top CEOs and Fortune 500 companies to drive organizational success. His coaching services focus on leadership development, goal setting, and behavioral change in the workplace. Goldsmith is the author of several bestselling books, including “What Got You Here Won’t Get You There” and “Triggers.”

Mel Robbins

Mel Robbins is a leading motivational speaker, bestselling author, and coach known for her practical and action-oriented approach to personal and professional development. Her coaching programs focus on goal setting, productivity, and mindset mastery in the workplace. She is the author of “The 5 Second Rule” and has delivered transformative talks and workshops to organizations worldwide.

Hal Elrod 

Hal Elrod is a bestselling author, keynote speaker, and success coach known for his groundbreaking book “The Miracle Morning.” His coaching programs focus on helping individuals and teams establish morning routines for peak performance and goal achievement. Elrod’s approach combines personal development, goal setting, and habit formation to drive success in the workplace and beyond.

Gretchen Rubin 

Gretchen Rubin is a bestselling author and happiness expert known for her practical and insightful approach to happiness and habits. Her coaching programs focus on workplace well-being, goal setting, and personal growth. Rubin’s books, including “The Happiness Project” and “Better Than Before,” offer valuable insights and strategies for achieving workplace goals and enhancing overall satisfaction.

Denise Duffield-Thomas

Denise Duffield-Thomas is a money mindset mentor and success coach specializing in helping individuals achieve financial success and abundance. Her coaching programs focus on financial goal setting, wealth accumulation, and mindset mastery in the workplace. Duffield-Thomas’ approach combines practical strategies with mindset shifts to empower professionals to achieve financial goals and thrive in their careers.

James Clear 

James Clear is an author, speaker, and expert in habit formation and behavior change. His coaching programs focus on helping individuals and teams develop habits that support workplace goals and success. Clear’s bestselling book “Atomic Habits” provides practical strategies for building good habits, breaking bad ones, and achieving remarkable results in the workplace and beyond.

Bonus! Online Resources for Goal Setting

  1. GoalBuddy – GoalBuddy is an online platform that helps users set, track, and achieve their goals. It offers tools like goal setting worksheets, progress trackers, and accountability features.
  2. Trello – Trello is a project management tool that can be used for setting and tracking goals. Users can create boards, lists, and cards to organize their goals and action steps, making it easy to visualize progress.
  3. Coursera – Coursera offers online courses on goal setting and personal development from universities and institutions worldwide. Courses like “Achieving Personal and Professional Success” provide insights and strategies for setting and achieving goals.
  4. Risely– Risely helps by providing you personalized learning journey for skills like goal setting that enhance how you perform as a leader in your workplace. It starts with assessing your current skills and then moves on creating a learning plan that is unique to you and your challenges. Take the free 14-day trial and start your journey of leadership development.

Conclusion

Goal setting coaching is a powerful tool for individuals and organizations looking to achieve success in the workplace. By working with a skilled coach, individuals can clarify their objectives, develop actionable plans, and stay accountable to their goals. Whether enhancing leadership skills, improving productivity, or achieving financial success, goal setting coaching offers valuable insights and strategies to help individuals thrive in their careers. As we’ve explored in this blog, goal setting coaching is not just about setting goals; it’s about empowering individuals to reach their fullest potential. With the guidance of top workplace goal-setting coaches like Brian Tracy, Tony Robbins, and Michael Hyatt, individuals can overcome obstacles, stay focused, and achieve remarkable results in their professional lives. Whether you’re embarking on a new career path or striving for advancement in your current role, goal setting coaching can provide the support you need to turn your aspirations into reality.

Aastha Bensla

Aastha, a passionate industrial psychologist, writer, and counselor, brings her unique expertise to Risely. With specialized knowledge in industrial psychology, Aastha offers a fresh perspective on personal and professional development. Her broad experience as an industrial psychologist enables her to accurately understand and solve problems for managers and leaders with an empathetic approach.

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Ultimate Guide Of Active Listening Coaching For Managers

Ultimate Guide Of Active Listening Coaching For Managers

Active listening emerges as a beacon of effective communication in a world filled with noise. It’s more than just hearing; it’s about engaging deeply with the speaker, understanding their message, and responding thoughtfully. Active listening transforms conversations into meaningful exchanges with techniques like maintaining eye contact, paraphrasing, and asking clarifying questions. Mastering active listening is key to building trust, resolving conflicts, and fostering collaboration in personal or professional contexts. Join us as we explore the transformative power of active listening coaching and training in enhancing communication and relationships.
Table of Contents

What is active listening? 

Active listening is more than just hearing words; it’s about fully engaging with the speaker and understanding their message on multiple levels. Unlike passive listening, which involves simply receiving information, active listening requires the listener to focus, comprehend, and respond to what is being communicated. By employing active listening techniques such as maintaining eye contact, nodding, paraphrasing, and asking clarifying questions, individuals demonstrate their genuine interest in the speaker’s perspective and foster deeper connections. Active listening is crucial in building trust, resolving conflicts, and fostering collaboration in personal and professional settings. When individuals feel heard and understood, they are more likely to express themselves openly and work towards shared goals. Therefore, mastering active listening is essential for effective communication and relationship-building.

Understanding Active Listening Coaching

Active listening coaching is a specialized form of coaching that goes beyond basic listening skills training. While traditional training may focus on teaching general principles and techniques, active listening coaching offers personalized guidance and support tailored to each individual’s unique needs, challenges, and goals. Active listening coaching can help managers become great managers and make them lead their teams to success.

Components of Active Listening Coaching:

  1. Personalized Assessment: Active listening coaches begin by conducting a personalized assessment to understand the client’s current listening habits, strengths, and areas for improvement. This assessment may involve self-reflection exercises, questionnaires, or even observation of real-life interactions.
  2. Identification of Listening Barriers: Coaches work with clients to identify any barriers to effective listening. These barriers could include distractions, biases, preconceived notions, or emotional triggers that prevent the client from fully engaging with the speaker’s message.
  3. Practical Strategies and Techniques: Based on the assessment, coaches develop customized strategies and techniques to help clients overcome their listening barriers and enhance their active listening skills. These strategies may include exercises to improve concentration, mindfulness practices to stay present in the moment, or communication techniques to demonstrate empathy and understanding.
  4. Role-Playing and Simulation: Active listening coaches often use role-playing and simulation exercises to help clients practice their newfound skills in a safe and supportive environment. These exercises allow clients to experiment with different listening approaches, receive immediate feedback from the coach, and gain confidence in their ability to engage effectively with others.
  5. Feedback and Reflection: Throughout the coaching process, coaches provide ongoing feedback and support to help clients refine their active listening skills. They encourage clients to reflect on their experiences, identify areas of progress, and set achievable goals for further improvement.
  6. Accountability and Follow-Up: Active listening coaches hold clients accountable for implementing the strategies and techniques discussed during coaching sessions. They may establish action plans, set milestones, and schedule follow-up sessions to track progress and provide additional support.
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Why active listening coaching is beneficial? 

Active listening skills training offers several key benefits:
  1. Improved Relationships: Effective communication is foundational to relationships. Active listening skills enable individuals to understand others better, fostering trust and deeper personal and professional connections.
  2. Enhanced Problem-Solving: Active listening helps gather information and identify underlying issues, facilitating collaborative problem-solving. Teams equipped with active listening skills generate innovative solutions and overcome challenges more efficiently.
  3. Increased Productivity: Clear communication reduces misunderstandings and errors, boosting team productivity. With active listening, teams work cohesively, make decisions confidently, and accomplish tasks efficiently.
  4. Better Leadership: Active listening is vital for effective leadership. Leaders who listen attentively understand their team’s needs, fostering a culture of trust and respect. This leads to a more engaged workforce and greater organizational success.
  5. Improved Customer Relationships: Active listening builds rapport and satisfaction in customer-facing roles. Employees trained in active listening skills can better understand customer needs, leading to higher satisfaction levels and increased loyalty.

Active listening online training courses

In today’s digital age, online training offers a convenient and accessible way to develop active listening skills. Various platforms and organizations offer specialized courses and resources tailored to enhance listening abilities. These online training programs typically provide structured lessons, interactive exercises, and practical tools to help participants cultivate effective listening habits. Whether you’re a professional seeking to improve communication in the workplace or an individual looking to enhance personal relationships, online training can offer valuable insights and strategies to become a better listener.
  • Active Listening Skills – The Ultimate Guide: This comprehensive course on Udemy covers a wide range of topics related to active listening. It includes practical techniques, exercises, and real-world examples to help participants understand the importance of active listening and apply effective listening strategies in various contexts. The course may cover topics such as improving concentration, reducing distractions, and using empathy to enhance communication.
  • Effective Listening Skills: The Art of Understanding: Offered by the University of California, Irvine, this course on Coursera provides a structured approach to developing effective listening skills. Participants learn about the principles of active listening, the role of empathy in communication, and strategies for overcoming barriers to active listening. The course may include video lectures, readings, quizzes, and peer-reviewed assignments to reinforce learning.
  • Active Listening: A Practical Guide:  This course on LinkedIn Learning offers practical guidance on becoming a better listener. It may cover topics such as active listening techniques, body language cues, and active listening exercises. Participants learn to apply these skills professionally and personally to improve communication and build stronger relationships.
  • Listening Skills Training: Developed by Corporate Coach Group, this training program focuses on honing listening skills for effective communication in the workplace. Participants learn the importance of listening in leadership, teamwork, and customer service roles. The program may include interactive workshops, role-playing exercises, and practical tips for active listening.
  • The Power of Listening: Skillsoft offers this course to enhance listening skills for better understanding and collaboration. Participants learn about the benefits of active listening, strategies for active listening in meetings and negotiations, and techniques for responding effectively to others. The course may include video modules, interactive scenarios, and self-assessment quizzes.
  • Advanced Listening Skills Workshop: This workshop by the Management Training Institute delves into advanced listening techniques and strategies for professionals seeking to improve their communication effectiveness. Participants learn about active listening in leadership, coaching, and conflict resolution contexts. The workshop may include group discussions, case studies, and hands-on activities to reinforce learning.
  • Active Listening Masterclass:  Developed by DevelopHer, this masterclass offers in-depth training on active listening skills. Participants learn about the principles of active listening, empathetic listening techniques, and strategies for overcoming common listening barriers. The masterclass may include lectures, interactive exercises, and personalized feedback to support participants’ development as active listeners.
  • Listening Skills for Healthcare Professionals: Tailored specifically for healthcare professionals, this course by the Center for Communication in Medicine provides training on active listening techniques to enhance patient care and communication. Participants learn to listen empathetically, ask probing questions, and respond effectively to patient concerns. The course may include case studies, role-playing exercises, and simulations to simulate real-world patient interactions. Here are some active listening questions which help you become a better listener.
  • Listening for Understanding: Training Connection offers this course to develop active listening skills for improved comprehension, collaboration, and conflict resolution in professional environments. Participants learn the importance of active listening in building trust and rapport with colleagues and clients. The course includes active listening exercises such as interactive workshops, group activities, and self-assessment tools to support participants’ learning journey.
  • Effective Communication: Listening and Responding: Vital Learning provides this course focused on improving listening and responding skills to facilitate clearer communication and stronger relationships. Participants learn about the components of active listening, including verbal and nonverbal cues, and practice active listening techniques through role-playing and group discussions. The course may also cover strategies for responding empathetically and constructively to others’ messages.

To wrap up

Active listening isn’t passive; it’s an intentional choice to connect with others on a profound level. Through coaching and training, managers can unlock the full potential of their listening skills, reaping benefits in both personal and professional spheres. By embracing active listening, you can foster deeper connections, resolve conflicts more effectively, and drive organizational success. As you continue on the journey of growth and development, let us remember that listening is not just with our ears but our hearts and minds.

Aastha Bensla

Aastha, a passionate industrial psychologist, writer, and counselor, brings her unique expertise to Risely. With specialized knowledge in industrial psychology, Aastha offers a fresh perspective on personal and professional development. Her broad experience as an industrial psychologist enables her to accurately understand and solve problems for managers and leaders with an empathetic approach.

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8 Essential Leadership Skills For Every Great Team Manager

8 Essential Leadership Skills Every Great Manager Has 

Although leadership skills are often talked about, written about, and hoped for in business, a succinct definition of what it entails often escapes notice. Leadership, in its many contours and faces, stands differently for people across the world.  The lack of leadership skills appears similar. It leads to team members not feeling comfortable enough to express their opinions or the leader being unable to draw the best ideas out of team members – all of which signals a waste of high potential in a team. This blog focuses on leadership skills that every good team manager must have to ensure their team is never left behind!  P.S. We’ve got free leadership skill assessments to help you out! 
Table of Contents

What are the top leadership skills?

Now, that’s a question for the ages. What are the fundamental leadership skills you cannot ignore? Let’s start with communication and leadership basics because they are vital to any successful team. A leader needs to be able to communicate effectively with their team members and also delegate tasks effectively so that everyone can work towards the same goal and achieve their goals. Another important skill is building rapport with others. It helps to build trust and good relationships between team members, which is critical to success. Finally, being a good role model is vital for team morale and productivity. A leader should demonstrate positive behaviors and attitudes so that others can follow suit. We will explore these skills in detail below.

We asked managers, what leadership skills do you want to develop? Here’s what they said.

At Risely, we believe in creating leadership development solutions for the leaders. And hence, we posed this question to the leaders who were signing up. In their opinion from over five thousand responses, the top leadership and management skills that they would like to work on include the following: 
  • Conducting effective one-on-one meetings
  • Guidance Ability 
  • Analytical Skills 
  • Interpersonal Skills 
  • Emotional Competence
  • Constructive Feedback
  • Decision Making
  • Time Management

Top 8 Leadership Skills to Develop in 2024

Here’s a quick turn around for you: all essential leadership skills and free leadership skill assessments that you need.

One-on-One Meetings

One-on-one meetings form the base of effective relationships and connections among team managers. Often, these meetings provide the opportunity to connect beyond professional causes and allow managers to establish a personal connection with their team members. A solid one-on-one meeting is great for catching up and sharing thoughts across personal and professional aspects. Empathy and active listening also become essential in getting this right. Yet, many do not turn out well because the managers and their team members are unaware of set structures, proper agendas, and questions to discuss. Not having one-on-one meetings is like missing out on a huge potential for team building and cohesiveness.

Emotional Competence

Oh, dear emotions! They take us up and down and all the way here and there. Managing these emotions in ourselves and others is known as emotional competence. For a manager, emotional competence is not just about controlling anger when frustrated; there’s much more to it. Emotional competence for managers includes self-awareness of emotions and feelings that help us deal with them positively by taking steps such as setting boundaries and breaks at the right times. It also includes managing the emotions of others by empowering and supporting them through tough times. Suppose you are in the middle of a difficult conversation about unmet deadlines with a team member who becomes defensive and emotional, that’s where your emotional competence comes to the rescue!

Interpersonal Skills 

A lot of people will say that management is just about talking. Yes, this is annoying. But a broken clock is somewhat right twice a day, too. Interpersonal interactions play a big role in a successful management career. It includes daily conversations with colleagues, managing stakeholders, managing conflicts among team members, and even those tricky confrontations and negotiations that make or break deals. The area of communication is a big one. While discussing interpersonal skills, you need to consider written and verbal communication and its nonverbal aspects, such as body language and the distance you are standing from the other person! A manager who cannot handle conflict or confrontation or boost collaboration would have a hard time moving the team forward.

Constructive Feedback

Constructive feedback is the feedback that is helpful and useful. It helps the recipient to improve their skills or knowledge and can be delivered positively or negatively. Constructive feedback should always aim to help the individual become better than they were before. It incorporates empathy, understanding, and thoughtful consideration.  Feedback is a critical leadership skill, and providing effective feedback is essential to creating a positive environment for growth. Feedback allows leaders to identify strengths, role responsibilities, and areas for improvement. It also helps individuals improve their performance and be more effective team members. Constructive feedback should be provided in a timely and effective way to create a positive environment for growth and development in the team. When giving feedback, it is essential to ensure that everyone on the team feels valued and supported.
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Guidance Ability 

When you are stuck, who do you reach out to? If the answer is your manager, then you know why this skill matters. Even when we look back at our professional journeys, the people we remember are those who guided and mentored us through tough times, earning our loyalty and respect forever. A manager’s ability to guide their team effectively is directly tied to their team’s success as well as their own professional growth. A manager who has mastered guidance can steer the development of many others after them. On the other hand, ineffective guidance leaves teams confused and chaotic when trouble strikes. Guidance ability is crucial in many stages, not just for training the new folks under you. For instance, if you have to upskill someone senior, you must know the right way and opportunities to guide them. Or when your team is stuck on a challenge with a deadline approaching quickly? That’s where you need to show them the way out.

Time Management

Effective team managers need to be able to manage their time effectively. Time management skills help team managers stay organized and prioritize their tasks. A good team manager will delegate tasks and communicate effectively with other team members. They must also be able to prioritize work and make effective decisions. Team leaders must delegate work and manage communication effectively, as this will help them prioritize their tasks and meet deadlines. If team leaders can manage these tasks well, they will be successful in their roles while also setting an excellent example for their team members. Maintaining the many aspects of time management effectively helps the team managers save time and ensure that their days are ordered. A workspace free from distractions and routines that run around effectively set goals help managers achieve more with their teams.

Decision-making

As a team manager, making quick and informed decisions is critical. Decision-making requires the ability to listen to others and weigh different options. A good team manager also knows how to motivate and coach their team. These skills are essential for managing any team, large or small. To make effective decisions, managers must be skillful at listening to others and weighing the pros and cons of various options. Their analytical skills need to be robust as well. A good team manager knows how to help their team work effectively as a cohesive unit and define this trajectory through their decisions. They also know how to foster a positive work environment to help employees reach their full potential. It all comes down to effective decision-making skills that can help any leader succeed in any organizational role.

Analytical Skills 

Analytical skills refer to the ability to comprehend disparate sets of information and draw valuable insights from them to make decisions and solve problems. Contrary to popular opinion, analytical skills are not just about crunching big numbers! They encompass many professional qualities, including critical thinking, data analysis, decision-making under pressure, efficient problem-solving, and creativity. Analytical abilities help big time when you need to take charge and step out of the box as a manager. Without this critical mix of melodies, managers might be stuck and stagnating, further frustrating teams. Moreover, strong analytical abilities are critical to your growth when you are early in your professional journey.

How to Develop Leadership Skills?

You can develop leadership skills through a variety of methods, including:
  • Training and education: Leadership training and education can help you develop the skills and knowledge necessary to lead a successful team.
  • Practice and experience: Experience in leadership roles can help you learn how to lead effectively and efficiently.
  • Self-awareness: Knowing your strengths, weaknesses, and tendencies as a leader can help you improve your skills and strategies for leading teams.
  • Networking: Developing relationships with other leaders in your field can help you gain insights and learn from their experience.
  • Mentoring and coaching: People with experience and expertise can step in as helping hands in your journey. Explore leadership coaching and mentorship to learn more about this.
  • Reflecting on your own leadership experiences: A periodic review of your past leadership experiences can help you reflect on the lessons learned and improve your leadership skills for future use.

Leadership Skills Self-assessment

Are you prepared to take on with your skillset? Test your crucial leadership skills for free now with self-assessments for managers from Risely! Risely offers leadership skills self-assessments designed by experts for managers to test the effectiveness of their abilities. The assessments highlight solid areas that will help you shine and underline weak points where you need to work. With accurate analysis guiding your growth, the leadership skill assessments pave the way for your professional success. What’s more: you can add your team’s review to your tests with a few clicks and get an all round analysis. Risely goes further as your learning buddy in solving all your people management challenges. So if you are constantly doing your team’s work or often finding yourself doing a lot of firefighting, it’s time to sign up for Risely. It brings customized learning journeys to your doorstep, where you can choose what to learn and at what pace! So check out how it works and get started today for a free 14-day trial.

Conclusion

Leadership skills are essential for team building, effective leadership, and achieving organizational goals. You can learn leadership skills from role models and mentors and read leadership-related materials. It’s important to develop leadership skills through self-awareness, critical thinking, and problem-solving skills. The more you practice leadership skills, the better you’ll get at it. To further enhance your leadership skills, keep revisiting Risely! Grab more insights: Top 5 Qualities That Make A Great Manager

Deeksha Sharma

Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.

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Leading Beyond Lines: Dhun Chhokar’s Journey from Design to Management

Leading Beyond Lines: Dhun Chhokar’s Journey from Design to Management

Remember the time when you were jittery and nervous about your career and were seeking advice from everyone? We’ve all been there, collecting tips—some worked, some didn’t. But amidst all the pieces of advice, we received this common success mantra: pick a path, create a plan, and stick to it until you succeed. Sounds foolproof, right? Many of us followed the advice and worked tirelessly because, let’s face it, who wants to fail? These plans usually lead to two outcomes—success or failure. But one thing is sure: doubt will creep in if you don’t explore and push your boundaries. If you’re currently questioning your choices, Dhun Chhokar’s managerial story will inspire and nudge you to explore your potential. Dhun is a self-proclaimed wild child who believes in doing things her way. With a background in media and theatre, she’s explored every corner of the creative world—from collaborating with stand-up comedians to trying her hand at acting and working with various production houses. These diverse experiences played a crucial role in shaping the person she is today. Stepping out of her comfort zone transformed Dhun into a people person, a trait that smoothly carries into her role as a manager. She currently leads On Purpose’s national team for digital and visual storytelling, overseeing a team of over 20+ members. While recognizing her progress, she strongly desires continuous learning and improvement. She consistently strives to be a better version of herself. Let’s have a closer look at her journey.

Dhun’s Evolution: From Designer to Manager at On Purpose

At On Purpose, Dhun started her journey as a designer, leveraging a natural flair for aesthetics and visual composition despite lacking prior knowledge in editing and designing. Through her strong work ethic and determination, she quickly mastered these skills on the job. On Purpose introduced her to the corporate world and PR role, where she not only acquired technical skills but also honed her leadership abilities, gradually assuming more significant responsibilities. Dhun marked a significant milestone by transitioning into a managerial role within three years. Reflecting on this shift, she said
I had no idea what it meant to be a manager. At that moment, it felt cool that people would report to me. Dhun Chhokar
As a first-time manager without formal training, Dhun felt a bit lost, much like others in her situation. However, her founder’s support helped her navigate the new challenges of managerial duties head-on. Dhun sees On Purpose as more than just a workplace. It is her training ground for professional and personal growth. She credits On Purpose for offering the platform to learn and evolve, from mastering hard skills to developing the qualities required for leadership. Through this journey, Dhun learned that every challenge is an opportunity for development. She believes in embracing experiences and challenges with an open mind, knowing they contribute to the growth of an individual.

Overcoming Managerial Hurdles: Dhun Chhokar Shares Insights

Dhun encountered significant challenges as a manager, one of them being fostering genuine empathy and understanding towards her team members. 
The biggest challenge personally was when I had to understand people’s problems. Dhun Chhokar
She admits that empathy wasn’t a skill that came naturally to her. When she assumed the manager role, she realized the importance of empathy in creating a positive team environment and understood that merely hearing her team members’ problems wasn’t a comprehensive solution to address their concerns effectively. Dhun decided to work on developing empathy to overcome this roadblock. She committed to truly listening, absorbing her team’s perspectives, and empathizing with the various personal or professional situations they faced. This shift in approach allowed her to consider her team’s individual circumstances and personal issues, ultimately contributing to a more understanding and supportive work environment. Dhun realized that this change not only improved team dynamics but also helped their professional growth. 
As a manager, standing up for team members when they aren’t able to meet expectations is a significant challenge. Dhun Chhokar
Dhun encountered a challenge as a manager when she had to advocate for her team members in front of management and clients, especially when they couldn’t meet expectations due to personal reasons. Balancing the needs of her team with organizational expectations demanded considerable effort and posed a significant hurdle for her to overcome. To address this challenge, Dhun made clear communication a top priority. She encouraged open dialogue among team members and clients, providing a platform for effectively expressing concerns. Dhun ensured that her team felt valued and supported by actively listening and engaging in honest conversations, fostering a cohesive work environment characterized by trust and collaboration. She promoted transparency and mutual support among team members through regular one-on-one meetings, further solidifying their bond and commitment to shared goals.

Clear Communication in Leadership: Dhun’s Perspective and Advice

Dhun’s background in mass communication and her success in the PR field are testaments to her strong communication skills. She believes effective communication is key to tackling any professional challenges. With her experience, she offers valuable insights into the power of communication. 
Communication is everything, irrespective of your role. Dhun Chhokar
Dhun recommends prioritizing honesty and openness. Building trust with your team and stakeholders fosters reliability and credibility. She suggests transparency in addressing positive and negative aspects, strengthening relationships, and building trust over time. Furthermore, she emphasizes the significance of establishing authentic connections with team members. Rather than simply issuing directives, Dhun advises managers to articulate their expectations clearly. Through respectful assertion, managers can align their expectations with their teams’ goals, eliminating ambiguity and fostering mutual understanding and productivity. Dhun firmly believes in clear and transparent communication with her team members. However, she also acknowledges that despite her commitment to delivering her best, there are occasions when communication may not be as effective as desired. Imagine this: You’ve carefully laid out tasks and deadlines for your team, spending time and effort to clarify everything. But, despite your efforts, some team members go off track, causing delays that slow down the project. It’s frustrating, right? Even though you’ve explained everything clearly, seeing your team not follow instructions as you hoped makes you wonder if there’s a better way to make sure everyone understands and gets the job done efficiently. In times like these, Dhun shares her way of handling such situations.
There are still times when I fail to communicate and end up in situations I didn’t expect to be in. Dhun Chhokar
She acknowledges that setbacks are part of the journey and encourages embracing self-comfort to navigate disappointments. Also, learning from these encounters enhances your ability to understand other team members better. Despite best efforts, communication may still falter at times. Dhun advises embracing acceptance in such situations. Not every challenge has an immediate solution, and recognizing this alleviates self-blame. Over time, experiences become valuable lessons, enabling individuals to adapt and grow. Understanding that perfection isn’t always attainable fosters resilience and encourages continual improvement in communication skills.

Dhun’s Tips for Effective Management

Dhun has offered two actionable tips to help managers improve their leadership skills and team dynamics.
Your team members are always watching you and constantly making assumptions. Dhun Chhokar
Dhun believes that as a first-time manager, it is crucial to take time to pause and reflect on the type of leadership you wish to embody. While doing this, consider the individuals who inspire you and the leadership styles you admire. This reflection can help shape your approach to management. By being intentional about the kind of leadership you want to bring in, you can set a positive example for your team members and earn their respect and admiration.
Team members look at managers critically to see if they are good enough to become their mentors. Dhun Chhokar
Dhun emphasizes that providing mentorship and guidance to team members is a critical role for managers, often overshadowed by workload. She believes managers should prioritize offering support, even if it begins with just one team member. Recognizing the transformative impact of such support on team dynamics and individual growth is critical. By being approachable, empathetic, and supportive, managers can cultivate a sense of community within their teams and create a lasting positive impact on their team members’ lives, personally and professionally.

How Can Risely Help?

Dhun Chhokar has developed her leadership style by working closely with her company’s founder and her mentor, an opportunity only some aspiring managers may have. But here’s the thing: we miss out on the nitty gritty and don’t always have the support to overcome similar challenges. That’s where Risely steps in as a solution. Risely is an AI buddy for managers, offering the guidance that every manager needs to unleash their true potential. With tailored steps and insights, Risely empowers you to solve challenges in simple steps:
  • Identify your challenges: The journey begins when a manager starts by defining their challenges. From 50+ challenges, managers and team leaders can identify the issues hurting their team.
  • Test your skills: In the second step, skills and qualities, such as expectation setting and prioritization skills, are tested with the help of leadership skill assessments to see how well you have achieved these critical functions. These assessments help us create detailed reports for skills and abilities.
  • Start growing: Now comes the good part: where your progress becomes Risely’s agenda. Managers can start making progress with the help of daily nudges, toolkits, and the interactive AI coach – Merlin, who is there for you through thick or thin, whether day or night. 
Sounds exciting? You can start a free conversation with Merlin now!

Suprabha Sharma

Suprabha, a versatile professional who blends expertise in human resources and psychology, bridges the divide between people management and personal growth with her novel perspectives at Risely. Her experience as a human resource professional has empowered her to visualize practical solutions for frequent managerial challenges that form the pivot of her writings.

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Top 12 Leadership Coaching Books with Powerful Insights to Help You Succeed

Top 12 Leadership Coaching Books with Powerful Insights to Help You Succeed

Mentorship and coaching are transformative practices that have the remarkable ability to shape individuals and guide them toward realizing their full potential. Whether you’re a seasoned mentor looking to refine your approach or someone contemplating stepping into the role for the first time, the journey of mentorship is one of continuous learning and growth. In this curated collection, we’ve assembled a treasure trove of leadership coaching books that delve deep into the art and science of mentorship and coaching. From timeless classics to contemporary gems, each book offers unique insights, practical strategies, and invaluable wisdom to help you become a more effective mentor or coach. Whether you’re seeking to foster professional development in the workplace, guide personal growth, or empower others to overcome obstacles, these leadership coaching books serve as guiding lights on your path to becoming a catalyst for positive change in the lives of those you mentor.
Table of Contents

Leadership Coaching Books

Identity Leadership 

Stedman Graham’s “Identity Leadership” isn’t just about leading others; it’s about leading yourself first. Graham argues that effective leadership starts with a deep understanding of one’s identity—knowing who you are, what you stand for, and what you want to achieve. This coaching book for leaders will help you Master your identity gives you the clarity, confidence, and authenticity needed to inspire and influence others which eventually helps you guide your clients. Through practical exercises and personal anecdotes, Graham guides readers on a journey of self-discovery and empowerment, helping them unlock their full potential as leaders.
Connect First  In “Connect First,” Melanie A. Katzman emphasizes the transformative power of genuine human connection. Drawing on her background in psychology and organizational development, Katzman explores how building strong relationships can drive success in both professional and personal spheres. From the boardroom to the living room, she offers practical strategies for cultivating empathy, fostering trust, and nurturing meaningful connections. Through real-world examples and actionable advice, “Connect First” equips readers with the tools to build bridges, break down barriers, and create lasting bonds with others.
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The Coaching Effect 

Bill Eckstrom’s “The Coaching Effect” is a groundbreaking exploration of the profound impact that coaching can have on individual and organizational performance. Based on years of research and real-world experience, Eckstrom identifies the critical factors distinguishing effective coaching from mere management. He reveals how great coaches inspire, empower, and challenge their teams to reach new heights of excellence. Through compelling stories and practical insights, “The Coaching Effect” provides leaders with a roadmap for unlocking their team’s full potential and driving sustainable success.

Be Fearless 

Jonathan Alpert’s “Be Fearless” is a bold manifesto for overcoming fear and seizing opportunities in life and business. Drawing on his psychotherapist and performance coach background, Alpert challenges readers to confront their fears head-on and embrace discomfort as a catalyst for growth. Through a combination of psychological principles and practical strategies, he guides readers on a journey of self-discovery and empowerment. From public speaking to career transitions, “Be Fearless” offers a roadmap for stepping outside your comfort zone and achieving your full potential.

The Art of Laser-Focused Coaching 

Marion Franklin’s “The Art of Laser-Focused Coaching” is a comprehensive guide to mastering the art and science of coaching. Through a blend of theory, practice, and real-world examples, Franklin explores how coaches can achieve maximum impact by honing their focus and intentionality. From setting clear goals to asking powerful questions, she provides practical tools and techniques for facilitating meaningful change in individuals and organizations. “The Art of Laser-Focused Coaching” is essential reading for anyone seeking to elevate their coaching skills and make a lasting difference in the lives of others.

Coaching for Performance 

“Coaching for Performance” is a classic in the coaching field, offering a comprehensive framework for unlocking human potential and driving performance improvement. Drawing on the pioneering work of Sir John Whitmore and his colleagues, the book explores the principles and practices of coaching as a catalyst for personal and professional growth. Through a combination of theory, case studies, and practical tools, the authors provide readers with a roadmap for fostering self-awareness, setting meaningful goals, and achieving sustainable results. Whether you’re a seasoned coach or just starting, “Coaching for Performance” is an indispensable resource for anyone seeking to unleash their own potential and that of others.
Know more about Performance coaching here!

The Coaching Habit: Say Less, Ask More & Change the Way You Lead 

Michael Bungay Stanier’s “The Coaching Habit” offers a fresh perspective on leadership and coaching, challenging traditional approaches and offering a simple yet powerful framework for driving change. Through seven essential coaching questions, Stanier demonstrates how leaders can shift from providing answers to asking questions, empowering their teams to find their own solutions, and taking ownership of their development. With a focus on curiosity, humility, and action, “The Coaching Habit” provides practical strategies for building coaching skills and fostering a culture of continuous improvement. Whether you’re a CEO or a front-line manager, this book will transform how you lead and inspire others.

The Five Dysfunctions of a Team 

Patrick Lencioni’s “The Five Dysfunctions of a Team” is a compelling exploration of the common pitfalls that hinder team performance. Through a fictional narrative, Lencioni identifies five key dysfunctions—the absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results—that can undermine team cohesion and effectiveness. By unpacking these dysfunctions and providing practical strategies for addressing them, Lencioni offers a roadmap for building high-performing teams. With its engaging storytelling and actionable insights, “The Five Dysfunctions of a Team” is essential for leaders looking to cultivate collaboration, trust, and results.

The Leadership Coaching Sourcebook

“The Leadership Coaching Sourcebook” is a comprehensive resource for leaders and coaches seeking to deepen their understanding and practice of leadership coaching. Edited by Richard R. Kilburg and Associates, this anthology brings together leading experts in the field to share their insights, tools, and case studies. From foundational concepts to advanced techniques, the sourcebook covers various topics, including assessment, feedback, goal setting, and organizational change. With contributions from renowned practitioners and scholars, “The Leadership Coaching Sourcebook” is an indispensable guide for anyone committed to developing their coaching skills and driving positive change in individuals and organizations.

The Heart of Coaching 

Thomas G. Crane’s “The Heart of Coaching” explores the essence of coaching as a transformative process of self-discovery and growth. Drawing on his extensive experience as a coach and educator, Crane shares profound insights and practical wisdom for aspiring and experienced coaches alike. Through illuminating stories and thought-provoking exercises, he reveals the power of empathy, presence, and authenticity in facilitating meaningful change. “The Heart of Coaching” offers a holistic approach to coaching that transcends technique, inviting readers to cultivate deeper connections with themselves and others. Whether you’re a coach, leader, or anyone committed to personal development, this book will inspire and empower you to tap into the heart of coaching.

Crucial Conversations: Tools for Talking When Stakes Are High 

“Crucial Conversations” offers practical tools and strategies for navigating difficult conversations with skill and confidence. Drawing on research in communication, psychology, and negotiation, the authors provide a framework for addressing sensitive issues, managing emotions, and achieving positive outcomes. Whether you’re dealing with conflicts at work, in relationships, or any other aspect of life, this book equips you with the skills to handle crucial conversations effectively. With clear, actionable advice and real-world examples, “Crucial Conversations” is an invaluable resource for anyone seeking to communicate more effectively and build stronger relationships.

Start With Why: How Great Leaders Inspire Everyone to Take Action

Simon Sinek’s “Start With Why” challenges readers to rethink how they lead and communicate by starting with their underlying purpose and values. Through the concept of “The Golden Circle”—starting with why, then how, and finally what—Sinek illustrates how great leaders inspire action and foster loyalty by articulating their why. Drawing on examples from business, politics, and social movements, he demonstrates the power of purpose in driving engagement, innovation, and success. Whether you’re a CEO, entrepreneur, or team leader, “Start With Why” will transform how you think about leadership and inspire you to lead purposefully.

Good to Great: Why Some Companies Make the Leap… and Others Don’t 

Jim Collins’ “Good to Great” is a seminal work that explores the factors that distinguish truly great companies from their merely good counterparts. Through extensive research and analysis, Collins identifies key principles and practices that drive sustained success, including disciplined people, thought, and action. With its rigorous methodology and compelling insights, “Good to Great” offers timeless lessons for leaders seeking to build enduring organizations. Whether you’re leading a startup or a Fortune 500 company, this book provides a roadmap for achieving greatness in any field.
Interested about reading about culture that leads to great success? here are 5 books you must read if you are serious about building company culture.

Conclusion

As we wrap up our exploration of these leadership coaching books have illuminated the path to effective leadership and personal growth. From understanding our own identity to mastering the art of coaching conversations, each book offers valuable insights and practical strategies for aspiring mentors and coaches. By embracing authenticity, connection, and purpose, we can unlock the transformative power of mentorship and coaching. Whether you’re a seasoned leader or just starting out, let these coaching books for leaders be your guide to inspiring, empowering, and elevating others to reach their full potential. Let’s continue to learn, grow, and lead with purpose.

Aastha Bensla

Aastha, a passionate industrial psychologist, writer, and counselor, brings her unique expertise to Risely. With specialized knowledge in industrial psychology, Aastha offers a fresh perspective on personal and professional development. Her broad experience as an industrial psychologist enables her to accurately understand and solve problems for managers and leaders with an empathetic approach.

Guide your coaching clients with strong feedback skills.

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