How to train middle and senior leaders in the enterprise?
2023-10-16 18:07:55
Compared with hiring high-tech talent from other companies, the cost of choosing to retain and train internal talent will be lower. Leadership experts suggest that companies can develop a leadership development program internally, and then select those with high potential to participate in the company's multi-year series of training programs. Training program content involves tutor system Compared with hiring high-tech talent from other companies, the cost of choosing to retain and train internal talent will be lower. Leadership experts suggest that companies can develop a leadership development program internally, and then select those with high potential to participate in the company's multi-year series of training programs. The training program covers tutor system, management training, extended tasks and tutoring. The aim is to improve the capabilities of all aspects of these leadership candidates and give them a broader perspective on the company's development.
We have these suggestions on how to implement this training program:
Carry out rotations in different positions
Let the leadership candidates rotate in different positions in the company so that they have access to different parts of the company and gain new skills.
Challenge unfamiliar areas of work
The extended task is growth-oriented and has certain risk-taking. It is designed to give leadership candidates no access to their previous job skills. So even if the training program fails, the lessons they learn from the failure are valuable. Because they not only learned new skills, but also increased their confidence in themselves and strengthened their commitment.
Create a mentoring program
In general, senior employees of the company work with a slightly junior employee, or some programs need to be completed under the guidance of other companies. Therefore, there is a need to develop clear guidelines for this working relationship. When these two types of people work together for the first time, it is necessary to determine the mechanism of their communication - when to meet, how often to meet, how to communicate when not meeting? Before really starting to solve a specific problem together, the two sides should understand each other, including understanding the work style, personality characteristics and family background of the two sides, so as to establish trust in each other and lay the foundation for future work.
Ensure that leadership candidates receive timely feedback and coaching
Companies want to be able to improve their ability to lead candidates in all aspects, rather than getting worse, so make sure they get enough support when accepting new tasks. Timely evaluation can help companies master and solve problems as soon as possible.
Listen to the opinions of the old staff
Don't let experienced senior staff pass on their past work experience to new employees before they retire. Therefore, it is necessary to develop a counseling plan for the future leadership growth of senior employees to help high potential. In order to allow old employees to continue to provide assistance to new employees even after retirement, they can re-sign labor contracts or take part-time jobs.
Allow leading candidates to withdraw from the training program
Not all leading candidates have the potential to be good leaders. If necessary, you can pick some leadership candidates to join the training program, and if necessary, you can find the right people outside the company to complete the program. The selection of leading candidates should be an ongoing process. It is not necessary for all newly recruited candidates to participate in the training program at the same time. It is only necessary for the leading candidates who have joined the training program to continue to guide the candidates after joining.
Http://news.chinawj.com.cn Editor: (Hardware Business Network Information Center) http://news.chinawj.com.cn
We have these suggestions on how to implement this training program:
Carry out rotations in different positions
Let the leadership candidates rotate in different positions in the company so that they have access to different parts of the company and gain new skills.
Challenge unfamiliar areas of work
The extended task is growth-oriented and has certain risk-taking. It is designed to give leadership candidates no access to their previous job skills. So even if the training program fails, the lessons they learn from the failure are valuable. Because they not only learned new skills, but also increased their confidence in themselves and strengthened their commitment.
Create a mentoring program
In general, senior employees of the company work with a slightly junior employee, or some programs need to be completed under the guidance of other companies. Therefore, there is a need to develop clear guidelines for this working relationship. When these two types of people work together for the first time, it is necessary to determine the mechanism of their communication - when to meet, how often to meet, how to communicate when not meeting? Before really starting to solve a specific problem together, the two sides should understand each other, including understanding the work style, personality characteristics and family background of the two sides, so as to establish trust in each other and lay the foundation for future work.
Ensure that leadership candidates receive timely feedback and coaching
Companies want to be able to improve their ability to lead candidates in all aspects, rather than getting worse, so make sure they get enough support when accepting new tasks. Timely evaluation can help companies master and solve problems as soon as possible.
Listen to the opinions of the old staff
Don't let experienced senior staff pass on their past work experience to new employees before they retire. Therefore, it is necessary to develop a counseling plan for the future leadership growth of senior employees to help high potential. In order to allow old employees to continue to provide assistance to new employees even after retirement, they can re-sign labor contracts or take part-time jobs.
Allow leading candidates to withdraw from the training program
Not all leading candidates have the potential to be good leaders. If necessary, you can pick some leadership candidates to join the training program, and if necessary, you can find the right people outside the company to complete the program. The selection of leading candidates should be an ongoing process. It is not necessary for all newly recruited candidates to participate in the training program at the same time. It is only necessary for the leading candidates who have joined the training program to continue to guide the candidates after joining.
Http://news.chinawj.com.cn Editor: (Hardware Business Network Information Center) http://news.chinawj.com.cn
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