The OSKAR Coaching Model: Proven Techniques For Lasting Impact

In this blog, we’ll explore the key elements of the OSKAR model, its benefits, and how to implement it to enhance leadership development and drive success in your organization.

The OSKAR Coaching Model: Proven Techniques For Lasting Impact

When it comes to leadership development and growing your business or organization, choosing the right coaching model is crucial for success. The OSKAR Coaching Model provides a practical and cost-effective way to assist leaders leverage their team’s strengths while staying aligned with overall business goals. Focused on clear, actionable steps and real-world results, OSKAR encourages long-term growth, accountability, and continuous improvement. In this blog, we’ll explore the key elements of the OSKAR model, its benefits, and how to implement it to enhance leadership development and drive success in your organization.

Table of Contents

The OSKAR Coaching Model: Proven Techniques For Lasting Impact

What is the OSKAR Coaching Model and Why is it Significant?

The OSKAR Coaching Model is a five-step framework designed to foster growth and development within teams. It was developed by coaches Mark McKergow and Paul Z. Jackson and published in their 2002 book, “The Solutions Focus: Making Coaching and Change SIMPLE.” It builds on the GROW coaching model from the 1990s by focusing on solutions and utilizing existing resources. This model is particularly effective in leadership development, providing a tailored coaching style that meets the specific needs of your teams—especially in resource-constrained environments. Its flexibility and results-driven approach create a positive coaching atmosphere that nurtures both individual and organizational growth while incorporating elements of the GROW model.

What Are the Five Components of OSKAR?

The OSKAR acronym stands for Outcome, Scaling, Know-how, Action, and Review. It emphasizes leveraging your team’s existing skills and resources to create an affordable yet effective coaching experience. This budget-friendly approach ensures that leadership development is impactful and accessible for organizations with limited resources.

The five components of the OSKAR model each play a vital role in leadership and team development:

Outcome: Set SMART goals to define leadership development objectives.
Situation: Assess your team’s current state, challenges, and resources to establish a foundation for progress.
Know-how: Identify the skills within your team that support leadership growth.
Action: Develop a detailed plan with steps to achieve leadership goals.
Review: Regularly assess progress and adjust strategies to ensure continuous improvement.

Each of these components is explored in detail later, providing a clear roadmap for applying the OSKAR model to foster leadership and team growth.

How Does OSKAR Stand Out Among Other Coaching Frameworks?

The OSKAR Coaching Model stands out because of its unique blend of structure and flexibility. While it offers a clear framework, it adapts to the specific needs of your team, making it a cost-effective alternative to other leadership coaching models. Its solution-focused approach encourages teams to leverage their strengths, creating a growth mindset that drives results. By focusing on practical applications and incorporating continuous reviews, the OSKAR model establishes a feedback loop that fuels sustained development and enhances employee retention by providing growth opportunities within your organization, thus highlighting the effectiveness of the OSKAR model in coaching.

A Deep Dive into the OSKAR Components

Each step of the OSKAR model is designed to offer a structured yet flexible approach to leadership development, ensuring that growth is measurable and sustainable. Let’s take a closer look at each component:

1. Outcome: Setting Clear, Measurable Goals

The Outcome stage focuses on defining specific, actionable goals using the SMART framework (Specific, Measurable, Achievable, Relevant, Time-bound), leading to the desired outcome. This ensures that goals are both concrete and trackable, such as setting a goal to “increase team engagement by 20% over the next quarter.” Clear goals drive motivation and provide direction, ensuring that your efforts align with organizational objectives.

2. Situation: Assessing the Current Reality

The Situation component evaluates the team’s strengths, weaknesses, and external factors that influence progress. Tools like SWOT analysis assess the current state, ensuring that your L&D strategies are relevant and realistic. For instance, a team might excel in technical skills but struggle with communication, and this assessment helps create a solid foundation for goal-setting.

3. Know-how: Leveraging Existing Skills

The Know-how phase focuses on identifying and utilizing the skills already present within the team. By mapping team strengths and conducting skill assessments, you will be able to pinpoint areas that support leadership growth. This approach ensures that existing resources are used effectively and efficiently while addressing areas that need improvement.

4. Action: Crafting Actionable Steps

The Action component translates leadership goals into manageable steps with clear deadlines. For instance, to boost leadership engagement, action steps might include organizing monthly training sessions or offering one-on-one coaching. Regular check-ins and celebrating small victories maintain focus and motivation, ensuring that your team stays on track.

5. Review: Reflecting and Adjusting

The Review stage involves reflecting on progress since the last coaching session and adjusting strategies as needed. Regular reviews assess what’s working and where improvements are necessary. For instance, if a leadership training program isn’t yielding the desired results, feedback may indicate the need for more interactive content. Regular reviews reinforce a growth mindset, celebrate milestones, and keep your team motivated. Download the free OSKAR Coaching Model Template here!

Situational Scenarios Illustrating the OSKAR Coaching Model

Let’s explore a real-world scenario that demonstrates how the OSKAR Coaching Model help you and your team grow—both in leadership and collaboration.

Scenario: Fostering Team Collaboration in a Marketing Department

Let’s say you lead a marketing team that’s struggling with communication across departments. The OSKAR coaching model helps you strengthen collaboration and improve your team’s overall performance.

Outcome: Your goal is to boost collaboration and efficiency by 30% in the next quarter, measuring progress through team feedback and how quickly projects are delivered.
Situation: Your team excels individually, but when it comes to coordinating with other departments, things tend to fall through the cracks, leading to delays and bottlenecks.
Know-how: While everyone on the team is an expert in their field, there’s room to improve how they share information, align on goals, and work together more smoothly.
Action: As a leader, you could introduce weekly strategy meetings where everyone shares updates and challenges. Implementing collaboration tools, like shared project management software, would help streamline communication. You could also organize team-building activities to strengthen relationships and encourage a more collaborative environment. Additionally, encouraging team members to mentor one another in areas of expertise could foster a supportive, team-oriented culture.
Review: At the end of the quarter, you’ll review how the team has improved in communication and project efficiency. By gathering feedback from everyone, you adjust strategies and keep refining your approach to collaboration.

This example demonstrates how OSKAR coaching model lets you tap into your team’s strengths, set clear goals, and foster a more unified approach to working together. The result? A more efficient, cohesive team that works well together and delivers better outcomes.

What Are the Benefits of OSKAR Coaching?

By applying the OSKAR coaching model, you achieve tangible results that contribute to both individual and team growth. This is how it creates measurable outcomes:

Enhanced Goal Clarity and Accountability

The OSKAR coaching model ensures that your team’s goals are clearly defined using SMART criteria (Specific, Measurable, Achievable, Relevant, Time-bound). By setting clear, trackable objectives, such as “improve employee retention by 15% in the next six months” and identifying specific actions, the model eliminates ambiguity, providing a focused path forward. This clarity enables teams to remain aligned and work efficiently toward specific outcomes, improving overall performance. Regular reviews—integral to the OSKAR process and the OSKAR process framework—reinforce accountability within your team. By tracking progress, everyone remains aware of their responsibilities and milestones, maintaining focus and momentum. This ongoing evaluation drives motivation and ensures your team consistently works towards achieving shared goals, which ultimately leads to better results, including improved employee retention and performance. The OSKAR process enhances the effectiveness of these reviews, making them even more beneficial for team outcomes.

Boosting Performance and Engagement

OSKAR’s solution-focused approach shifts the team’s attention from problems to strengths. The model fosters a culture of positivity, confidence, and proactive behavior by identifying and building on what’s already working well—whether it’s individual skills or past successes. Rather than allowing setbacks to demotivate your team, OSKAR encourages a mindset focused on growth and improvement, which leads to higher engagement and productivity. Let’s say, a team member excels in communication but struggles with time management. This model helps them leverage their communication strengths to mentor others while also developing time management skills. This targeted coaching is a good idea as it drives both individual growth and team success by emphasizing strengths, fostering engagement, and increasing overall team performance. Focusing on outcomes and building on existing strengths, OSKAR creates an environment where your team members feel valued and empowered. This drives greater initiative, improved performance, and ongoing growth. Consequently, you expect measurable progress in both employee retention and leadership development.

How to Implement the OSKAR Coaching Model in Your Organization?

Bringing the OSKAR Coaching Model into your organization leads to long-term growth and improved performance. You integrate it successfully by:

Introduce the Model: Start with workshops or presentations to assist your team in understanding the benefits and practical applications of the model.
Provide Training: Equip your team with the necessary tools and resources for effective implementation, ensuring the materials are relevant and actionable for real-world situations.
Demonstrate Application: Use case studies, simulations, and role-playing exercises to show how each component translates into tangible results.
Promote Consistent Use: Ensure uniform application across leadership initiatives by making the model a standard practice in your development programs.
Offer Ongoing Support: Create a support system with peer coaching and regular feedback sessions to assist your team refine their approach and staying motivated.

Adopting these strategies enables you to create a standardized coaching framework that fosters long-term leadership growth, enhances performance, and boosts employee retention, all while optimizing results within your budget.

Conclusion

The OSKAR Coaching Model is a structured, solution-focused framework that drives growth and development in your organization, benefiting every team member involved. By setting clear outcomes, assessing the current situation, leveraging team skills, creating actionable plans, and conducting regular reviews, the model enhances goal alignment and accountability, allowing for the development of each member’s action plan. Its emphasis on performance improvement, continuous development, and employee retention makes it an invaluable tool for organizations seeking to develop leadership skills and achieve long-term success.

Avantika Anand

Avantika holds an undergrad degree in Political Science and Psychology, bringing a unique blend of analytical and psychological insight to her writing. With extensive experience in content creation and research, she crafts engaging and well-informed content that resonates with readers and drives meaningful conversations.

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Leadership Transition 101: Essential Guide to Transition New Leaders

In this blog, we’ll explore the nuances of leadership transition, why it matters, and how HR and L&D leaders take a proactive role in navigating this change. We’ll include actionable strategies, real-world examples, and tips to create a leadership transition plan that will set up a smooth transition for all.

Leadership Transition 101: Essential Guide to Transition New Leaders

Leadership transitions are defining moments for any organization. These shifts can significantly impact the organization’s trajectory, whether it’s a planned succession, restructuring, or a sudden change. As an HR or L&D professional, you need to ensure smooth onboarding for the new leader as well as support the entire organization through the change. In this blog, we’ll explore the nuances of leadership transition, why it matters, and how HR and L&D leaders take a proactive role in navigating this change. We’ll include actionable strategies, real-world examples, and tips to create a leadership transition plan that will set up a smooth transition for all.

Table of Contents

Leadership Transition 101: Essential Guide to Transition New Leaders

What is Leadership Transition?

The process of transferring authority, responsibilities, and relationships from one leader to another is called Leadership Transition. A well-planned leadership transition maintains stability, boosts morale, and leads to leadership development. On the other hand, a poorly managed transition leads to confusion, reduced productivity, and even a decline in trust. As HR and L&D professionals, you’re at the center of this process. Your role is to smoothen the onboarding for the new leader and to ensure the organization successfully transitions the change.

Causes of Leadership Transition

There are various reasons for leadership transitions. Knowing why a change is happening lets you prepare better and provide the right support. Some of the common causes are:

Retirement: When long-serving leaders step down, it opens the door for fresh talent to take their place.
Promotion: Leaders moving up the organizational ladder leave leadership gaps that need filling.
Resignation: Leaders may voluntarily leave for new opportunities, requiring the organization to find a replacement quickly.
Termination: Sometimes, leaders are asked to leave due to performance or alignment issues.
Expansion: Organizational growth creates new leadership roles that need to be filled by capable individuals.
Mergers and Acquisitions: Structural changes during these processes often lead to shifts in leadership to align with new goals.
Succession Planning: Thoughtful, planned transitions designed to groom and prepare future leaders.

Understanding these causes prepares you for the unique challenges of each scenario, be it ensuring a smooth succession or helping the organization adapt during a merger, your role is crucial.

What are the Phases of a Successful Leadership Transition?

Jay McDonald, a member of the Forbes Council, shared his experience of transitioning from the board of directors to the CEO position stating “the most important principles of successful leadership transition”. He believes that simply being placed in a leadership role doesn’t automatically make someone a true leader. However, when you’re brought on board to drive change, that’s when a leader is needed, not just a manager. He wrote these four phases of successfully transitioning into a leadership role:

1. Learn

Start by understanding the landscape of your organization. Have an open conversation with the previous leader, if possible, to learn what worked well and what didn’t. Extend this learning by talking to your team and clients at all levels to get their perspectives. This will give you a clear picture of what’s already in place and what might need to change.

2. Assess

Don’t rush in with immediate solutions—unless the situation demands urgent action. Take time to evaluate your team’s skills. Do you have the right talent to achieve your goals? If not, are there other employees who can step up into leadership roles? Also, analyze what changes might be needed in key areas like structure, technology, customer experience, or employee culture.

3. Communicate

People often feel nervous about change when they don’t know what’s going on. As you start to get a clearer picture, focus on effective communication. Be transparent about the organization’s current state and how it affects them. Use team meetings, emails, or even one-on-one discussions to keep everyone informed. A simple tool, like a card listing key priorities, will help everyone stay focused.

4. Act

When it’s time to make changes, be decisive and fair. If layoffs are needed, handle them respectfully and provide support to those affected. Try to bring your team back together after the layoff, if possible. For employees whose jobs are no longer relevant, try to find them new roles within the organization. Make sure everyone, including yourself, is held accountable for moving forward.

What Are Common Leadership Transition Challenges and Their Solutions?

Leadership changes are tough for any organization. If you don’t manage them well, they hurt morale, lower productivity, and slow down progress. However, with the right approach, these challenges turn into opportunities for growth, creating a culture of resilience that makes future transitions smoother.

Common Challenges During Leadership Transitions

Resistance to Change
- People often fear the unknown. Concerns about job security or lack of control leads to pushback.
- This resistance creates roadblocks, slowing the transition process.
Misalignment with Organizational Culture
- A new leader’s vision may not match the current values and practices of the organization.
- Rapid or forceful changes disrupt morale and lead to confusion.
Loss of Continuity
- Long-term leaders leave behind legacies that may be hard to follow.
- Employees may struggle to adapt to new leadership styles, creating a sense of instability.

Solutions for a Smooth Leadership Transition

Address Resistance with Clear Communication
- Be transparent about the reasons for the leadership change and its impact.
- Listen to your team’s concerns, acknowledge their feelings, and provide clarity on how the transition benefits them and the organization.
Align the New Leader with Organizational Culture
- Help the incoming leader understand the company’s values and history.
- Facilitate open discussions to build shared goals and connect the new vision with the existing culture.
Maintain Continuity and Celebrate the Past
- Recognize and honor the outgoing leader’s contributions to create a sense of closure.
- Involve employees in the transition process to foster a feeling of inclusion and trust.
Develop a Clear Transition Plan
- Create a roadmap outlining major tasks, timelines, and responsibilities.
- Ensure the new leader receives thorough onboarding and support to hit the ground running.
Foster Open Communication and Collaboration
- Encourage constructive feedback and open dialogue at all levels of the organization.
- Create opportunities for your team members to voice their concerns and provide input, reducing resistance and promoting teamwork.

By addressing these issues directly and putting strategic solutions in place, you ensure that leadership transitions not only go smoothly but also benefit the organization as a whole.

Developing a Leadership Transition Plan Template

A leadership transition plan serves as a roadmap, guiding you through the critical process of leadership change. It breaks down essential steps, tasks, and timelines to ensure a smooth transition. However, it’s not a one-size-fits-all solution. The template should be flexible, allowing you to customize it based on the needs and circumstances of your team as well as organization. This adaptability ensures a seamless and successful transition.

Essential Elements of an Effective Transition Plan

A well-designed leadership transition plan ensures clarity and alignment among everyone involved. These are the essential elements you need to incorporate:

Clear Timeline
- Outline key milestones and deadlines to keep the process organized and on track.
Defined Roles and Responsibilities
- Clearly specify the duties of the outgoing leader, incoming leader, and key stakeholders to eliminate confusion and encourage accountability.
Communication Strategy
- Identify who needs to be informed, the best channels for communication, and the core messages to share. This ensures transparency and keeps everyone updated.
Feedback and Adjustment Mechanism
- Regularly gather feedback and assess the plan’s effectiveness. Be ready to make adjustments to keep everything aligned with the organization’s goals.

Tailoring Your Plan to Fit Organizational Needs

Every leadership transition is distinct, and an effective plan should take into account the organization’s specific needs. Start by assessing the scale of the transition. A CEO change that impacts the entire organization requires a more comprehensive plan than a departmental leadership change. Organizational culture also plays an important role. In a hierarchical setup, a formal and structured approach works best, while a collaborative culture benefits from open discussions and team input. Engaging your team at all levels ensures the plan addresses their concerns and builds support for the changes ahead. Customizing your plan to fit these unique needs creates a smoother path to successful leadership transition.

Examples of Successful Leadership Transitions

Real-world examples of successful leadership transitions provide helpful information on how organizations manage this important time. These leadership change examples teach useful lessons, including effective leadership development strategies, possible mistakes, and the need to adapt to changing situations. When you look at cases where leadership changes worked well, you get to learn best practices and implement them effectively.

Case Studies: Leadership Change Management

Company	Transition	Key Success Factors
Microsoft	Steve Ballmer to Satya Nadella (2014)	Nadella’s clear vision for a cloud-focused future, along with his focus on cultural change and empowering employees, helped Microsoft thrive.
General Motors	Rick Wagoner to Mary Barra (2014)	Barra’s strong leadership during a tough time for the automotive industry, along with her focus on innovation and customer needs, led GM to renewed growth and success.

These cases illustrate the profound impact of strong leadership during transitions. Assertive communication, a compelling vision, and a commitment to core values were the consistent themes in these successful leadership transition projects. By prioritizing these factors, you significantly increase your organization’s likelihood of navigating leadership changes efficiently and effectively.

Analyzing Leadership Change Announcement Examples

How you announce a change in leadership affects how people feel about it. Announcements that focus on being open, understanding, and having clear goals for the future tend to create trust and reduce problems. Looking at good instances of announcements shows us important ways to do this: Apple‘s way of announcing the change from Steve Jobs to Tim Cook is a great example. They announced it early, before Jobs passed away. This created a smooth transfer of power and showed that Cook was ready and capable. This clear and open communication made stakeholders feel safe and helped the transition go well. Similarly, when Mary Barra became the leader at General Motors, her announcement showed her long-time experience in the company. It highlighted her strong knowledge of the industry and GM’s operations. This announcement also shared Barra’s vision for the company’s future, focusing on new ideas and making customers happy. This built confidence among stakeholders and raised their hopes for her leadership. These real-world examples show how important a smooth leadership transition is for your organization to keep working effectively and without disruptions.

Conclusion

In conclusion, moving into a new leadership role needs careful planning and good communication. Success comes from welcoming change, learning from what has happened before, and creating a culture where everyone is open. By knowing the steps in a transition, tackling problems early, and making a special plan for the change, you help your organization work smoothly. Leadership changes bring chances for growth and new ideas. So, take on the journey with trust and strength.

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Training Delivery Simplified: Methods, Competencies, and Best Practices

In this blog, we’ll walk you through the training delivery process, the competencies you need, an example of a practical training delivery plan and 8 effective methods.

Training Delivery Simplified: Methods, Competencies, and Best Practices

Training delivery can make or break a learning program. Even the most well-crafted content won’t resonate if your delivery process lacks structure, clarity, or engagement. A complete delivery approach that includes interesting training content and strong learning management systems is essential for achieving real impact. In this blog, we’ll walk you through the training delivery process, the competencies you need, an example of a practical training delivery plan and effective methods.

Table of Contents

Training Delivery Simplified: Methods, Competencies, and Best Practices

What is Training Delivery and Why Should it Matter to You?

The term “training delivery” refers to how an organization presents learning initiatives to learners. At its core, training delivery refers to how you bring training programs to life for your team—whether it’s through in-person sessions, virtual platforms, or hybrid models. The catch is that good delivery goes beyond what is taught and focuses on how it’s delivered. Effective training delivery ensures:

Higher engagement rates
Better retention of information
Measurable improvement in employee performance

Training is an ongoing process. A successful training program engages learners and helps them understand things better. This way, they gain practical skills that they can use every day. It is essential to have a clear training approach wherein you look at learning objectives, who your audience is, how the content is shared, and what delivery methods to use.

Core Training Delivery Competencies

Effective training delivery relies on some key skills that help you create great learning experiences. The first step is to understand the subject matter well. You must turn complex information into simple content that everyone can understand. The next step is to foster these competencies within you and your team:

Strong Communication: Ability to convey complex ideas simply and clearly.
Adaptability: Adjusting delivery styles based on your team or setting.
Facilitation Skills: Engaging your team through interactive techniques, discussions, and activities.
Technical Proficiency: Bridging digital skills gap to be comfortable with tools for virtual or hybrid training delivery.
Empathy and Listening: Understanding team members’ challenges and addressing them effectively.
Time Management: Balancing content delivery without overwhelming your team.

Your role is to identify gaps in these competencies within your team and address them through upskilling or coaching. Providing constructive feedback, answering their questions, and providing ongoing support are also important for effective training delivery.

The Training Delivery Process: A Step-by-Step Guide

A clear process helps you structure your training delivery effectively, ensuring that every session runs smoothly and delivers measurable results. A detailed breakdown of a simplified yet impactful training delivery process is as follows:

Needs Analysis: Start by identifying the skills gaps within your teams. Conduct surveys, interviews, or skills assessments to understand where your team members are struggling and what skills need to be developed. The clearer the learning objectives, the more targeted and effective your training delivery will be.
Content Preparation: Develop or curate training material that directly addresses the identified needs. This could include creating slides, interactive activities, case studies, or leveraging existing resources like eLearning modules. Ensure the content is clear, relevant, and designed to keep your team engaged.
Selecting Delivery Methods: Decide on the most suitable training delivery methods based on the content, team members, and resources available. For instance, virtual sessions may be ideal for knowledge transfer, while OJT is perfect for hands-on skills development.
Creating a Delivery Plan: Map out a clear training schedule that includes timelines and learning outcomes. Outline what will be covered in each session, how long it will take, and the tools or platforms needed. A solid delivery plan ensures everyone is aligned and prepared for execution.
Facilitation: Execute the training sessions with a focus on engagement, interaction, and participation. Use techniques like storytelling, Q&A, role-play, and group discussions to keep them active and invested in the process. Ensure that the content flows logically and addresses the team’s questions along the way.
Feedback and Follow-Up: Training doesn’t end when the session wraps up. Collect immediate feedback to understand what worked well and what didn’t. Use surveys, quick polls, or one-on-one check-ins to gather insights. Evaluate training outcomes by assessing skill improvements or behavioral changes, and use this data to improve future delivery strategies.

Training Delivery Plan Example

Let’s use an example to make it more concrete. Suppose you are launching a training program on leadership development. Step 1: Objective – Equip team managers with coaching and feedback skills to improve team performance. Step 2: Audience – Mid-level managers in a hybrid work setup. Step 3: Delivery Method – Blended approach with virtual sessions, role-play activities, and post-training microlearning. Step 4: Schedule –

Week 1: Live virtual workshop (2 hours)
Week 2: Roleplay and feedback simulations (1 hour)
Week 3: Follow-up microlearning nudges

Step 5: Evaluation – Collect feedback, track engagement, and assess how team managers apply these skills post-training. This level of detail lets you stay on track, align resources, and deliver training with purpose.

Training Delivery Methods with Examples

Training delivery methods are the different ways you deliver knowledge to your team. They significantly impact the effectiveness of training and the overall learning experience. This is where your strategy takes shape. Choosing the right methods depends on your organizational goals, your team, and the available resources. A few effective training delivery methods you can rely on are as follows:

1. Instructor-led Training (ILT)

Instructor-led training (ILT) offers a structured, face-to-face learning experience led by an expert like yourself. It’s ideal for sharing complex information, as your team members ask questions and receive real-time feedback. ILT also builds a sense of community and interaction among the team. However, it can be costly and requires everyone to be present at the same time and place. Example: Training your sales team through ILT allows them to practice role-playing and receive tailored feedback on sales techniques.

2. Virtual Classroom Learning

Virtual classroom learning replicates a traditional classroom environment online. It’s cost-effective and enables your team members from different locations to join through video calls, screen sharing, and other interactive tools. While it offers flexibility, a reliable internet connection is essential for participation. Example: A global sales team learning about a new product update through live virtual sessions.

3. On-the-job Training (OJT)

On-the-job training pairs less experienced team members with skilled mentors like you, enabling them to learn practical skills in real-time. It’s highly effective for teaching specific tasks but relies on your ability to provide structured guidance. Example: A tech team learning about new tools, their usage, and safety protocols on the job.

4. Blended Learning

Blended learning combines the flexibility of online modules with the engagement of in-person sessions. Your team gets to explore topics at their own pace online and use classroom time for group discussions and activities. Example: A business management course that delivers lectures online and organizes in-person workshops for team presentations.

5. E-learning Courses

E-learning provides digital training content accessible anytime, making it suitable for busy schedules. It supports self-paced learning and is ideal for compliance training or skill refreshers. Example: Managers taking Risely’s online Masterclasses on leadership development on their own schedules.

6. Microlearning

Microlearning delivers short, focused modules that fit into your team’s busy lives. Accessible on mobile devices, it’s perfect for quick skill updates or learning on the go. Example: Customer service reps using 5-minute modules to master new product features before engaging with customers.

7. Virtual Reality (VR) and Simulation Training

VR and simulation training provides a risk-free environment for your team to practice their skills. It’s particularly effective for soft skills as well as technical or high-risk scenarios where real-world mistakes would be costly. Example: A VR employee development program that trains employees on customer service skills.

8. Coaching

Coaching focuses on personalized, one-on-one development. You assist your team in refining skills, overcoming challenges, and achieving specific goals through constructive feedback and guidance. The advancement in technology also supports AI coaches, like Merlin- AI Leadership Coach, who are available 24/7 to guide your team. Example: A sales manager coaching a struggling team member to refine their techniques and build confidence. These were some of the most effective training delivery methods that you should pick from depending on your organization’s and team’s needs.

How to Measure Training Effectiveness?

Knowing if your training programs are effective is crucial for HR and L&D leaders. Attendance is only one factor; other factors include whether the programs achieve their learning goals, provide good value, and result in observable improvements in behavior and skills. Analyzing this data lets you spot gaps and refine your programs, ensuring they align with your organizational goals.

Key Performance Indicators (KPIs) for Training Delivery

To measure success, you should track these KPIs:

Knowledge Retention: How well your team remembers what they’ve learned.
Learning Objectives Achieved: Are they meeting the goals set for the program?
Engagement Levels: Participation rates and interaction during sessions.
Course Completion Rates: The percentage of team members finishing the training.
Application of Skills: How effectively your team applies new skills at work.
Accessibility: How easily they get access to training materials.
Learning Experience: Feedback on the overall experience and content delivery.

Analyzing feedback assists you in addressing weaknesses and adapting your programs to stay engaging and effective. Tools like post-training surveys, focus groups, and one-on-one meetings are very useful for feedback collection.

Addressing Challenges in Training Delivery

You’ve likely faced challenges like tight budgets, limited time, or keeping your team engaged. Overcoming these obstacles requires a proactive mindset and a willingness to adapt to new strategies. Let’s look at the common challenges and how to tackle them effectively:

Adapting to these challenges strengthens your training delivery and enhances the overall learning culture in your organization. You create impactful programs that resonate with your team by addressing these challenges head-on.

Conclusion

In conclusion, good training delivery is very important in today’s workplaces. It helps your team improve their skills and performance. You should focus on the main skills and create custom training plans using real-life examples. Use different methods such as virtual classroom learning and microlearning to make learning more engaging and effective. Measuring how well training works using KPIs and feedback is also important for ongoing improvement. Using new ideas and adjusting to different learning styles is vital for building a culture of ongoing learning and growth at work.

Avantika Anand

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What are the Top 10 Good Trainer Characteristics?

In this blog, we’ll explore the top 10 good trainer characteristics that define a successful facilitator and learn some practical tips for becoming a good trainer.

What are the Top 10 Good Trainer Characteristics?

Karl A. Menninger once said, “What the teacher is, is more important than what he teaches.” As an L&D professional, you would agree that having a good trainer is more important than ever to your team’s success. Creating a learning experience that drives skill development and empowers your team to reach their potential is as crucial as the content being delivered. The workplace is evolving rapidly, and having trainers with the right mix of skills elevates your training programs, making them both engaging and impactful. So, what makes a good trainer? Let’s explore the top 10 good trainer characteristics that define a successful facilitator and learn some practical tips for becoming a good trainer.

Table of Contents

What are the Top 10 Good Trainer Characteristics?

Top 10 Qualities of a Good Trainer

Knowing your subject well is just one of the many good trainer characteristics one needs to have. What makes a good trainer in the workplace is your expertise with the right mix of skills and traits that connect with your team. These qualities help you create an environment where they feel motivated, supported, and ready to learn. Let’s look at some good trainer characteristics that a leader should possess to elevate training sessions:

1. Exceptional Communication Skills

Clear and assertive communication is the foundation of effective training. As a trainer, you should be able to articulate ideas simply and relate them to your team’s context. Whether it’s explaining a concept, addressing questions, or fostering open dialogue, good communication builds trust and keeps your team engaged. Good communication includes non-verbal cues too. This means using body language during training sessions that makes them comfortable and encourages them to get involved.

2. Adaptability in Changing Environments

Have you ever been in a session where tech glitches or last-minute changes threw off the plan? The training environment can change quickly and unexpectedly. A good trainer remains flexible, adjusting their training methods, content, and approach when faced with surprising challenges or changes. When you are able to think fast, change lesson plans and include new information, it shows your commitment to creating a good learning experience, even when there are setbacks. This flexibility keeps training relevant and interesting, matching the changing nature of learning.

3. Strong Leadership and Management Abilities

An impactful training session needs good trainer characteristics like strong and effective leadership and management skills. The ability to guide your team through the training program and create a supportive learning atmosphere is essential. You must effectively manage the group’s dynamics, motivate your team and delegate tasks well. You must also keep the learning environment structured to help everyone join in. This way, the training objectives are achieved. Strong leadership skills build confidence in team members, leading to a better training experience.

4. Deep Knowledge and Passion for the Subject

An effective trainer has a true passion for the subject matter. They also have a deep understanding of what they are teaching. This passion is catchy and helps team members connect more with the training. People are easily able to tell if someone is just reading facts or if they care about sharing knowledge. When you show both passion and knowledge, you create training sessions that are informative, engaging, and make people think.

5. Ability to Provide Constructive Feedback

Feedback is a significant part of learning. A good trainer knows how to give constructive feedback that helps their team grow. This means sharing clear and useful tips that the team can use to get better at their skills. When done with positivity and encouragement, feedback becomes a tool for motivation rather than critique. This encouragement supports them in wanting to keep getting better during their training experience.

6. Patience and Respectfulness Towards Your Team

Every team member has their own learning style, speed, and background. A good trainer sees this diversity and treats each team member with patience and respect. The team members may also face different challenges. To tackle this, create a safe space where questions are welcomed, challenges are addressed, and everyone feels valued in their learning journey. A trainer who is patient and respectful creates a positive learning atmosphere that is good for everyone.

7. Skills in Active Listening

Active listening is an important skill for any effective trainer. It’s essential for creating a productive, friendly, and respectful workplace. A good listener notices non-verbal cues, asks questions that clarify and shows a true interest in what the team thinks. This skill helps you adjust your approach to meet specific issues, share useful examples, and make sure the training connects with each team member. By creating a culture of active listening during a training session, you make the learning experience much better.

8. Proficiency in Problem-Solving

The ability to think critically and solve problems is very important for trainers. Unexpected challenges, technical issues, or off-topic questions will happen in a training session. As a good trainer, you should be capable of handling these situations well using problem-solving skills. You need to offer practical solutions or different explanations to keep training moving forward. This may mean changing training materials quickly, using real-life examples, or adjusting teaching methods to meet the training needs at that time.

9. Commitment to Continuous Learning

The workplace is constantly changing, and so are training needs. A good trainer embraces continuous learning, evolving their methods and improving their skills. They keep up with new trends in their field and take part in chances for professional development. This commitment ensures they bring fresh, relevant content to every session, keeping learners engaged and motivated.

10. Cultural Sensitivity and Inclusivity

In a workplace that is becoming more diverse and inclusive, being aware of different cultures and norms is very important to be a thoughtful trainer. This includes knowing and respecting various cultural norms, backgrounds, and views. A good trainer works hard to build a training environment where everyone feels respected, important and included. This way, the training content is understood by all. It also helps create a feeling of belonging and understanding among team members.

What Makes a Good Trainer in the Workplace?

A good trainer continuously practices and develops qualities that improve their understanding of learner and organizational needs. They embody all the good trainer characteristics mentioned above and implement them effectively. They inspire growth and collaboration and create a learning environment where creativity flourishes, knowledge is shared, and teams thrive. As a good trainer, you should help your team grow and improve in the organization and assist them in learning new skills. Creating a positive learning atmosphere is another factor that makes you a good trainer. Making it easy for your team to participate, be creative, and share knowledge is important for boosting employee engagement and delivering training with accuracy.

4 Tips to Be a Good Trainer

We have gone through some good trainer characteristics and learnt what makes a good trainer in the workplace. However, good trainers are made, not born. You need to keep learning and developing skills to be able to train your team successfully. Following are some tips for becoming a good trainer:

1. Stay Present in the Moment

Being fully present during training sessions is crucial for creating meaningful connections with your audience. Practicing mindfulness helps you stay aware of your thoughts, emotions, communication, and actions in the present. One effective way to achieve this is by taking mindful pauses or incorporating a simple daily breathing exercise to train yourself in mindfulness and awareness.

2. Maintain Your Energy Levels

Training sessions are sometimes demanding, and relying solely on your willpower isn’t sustainable. Prioritize self-care to stay energetic and perform at your best. Schedule time for hobbies, relaxation, and physical activity, and ensure you set boundaries to recharge yourself effectively.

3. Infuse Humor Into Your Sessions

Humor is a game-changer in training—it makes sessions enjoyable, breaks the ice, and helps your team connect with the material. Fun and engaging sessions increase attention and make learning stick longer. However, it’s important to use humor thoughtfully, ensuring it’s inclusive and never at someone’s expense.

4. Sharpen Your Presentation Skills

Presentation skills remain vital even in the age of eLearning. A trainer is better able to capture and hold their team’s attention and elevate the learning experience using their presentation skills. Delivering impactful presentations is key to keeping learners engaged and focused whether online or in person. By developing these skills, you’ll not only enhance your effectiveness as a trainer but also create a more engaging and impactful learning experience for your team.

Conclusion

In conclusion, good trainer characteristics are qualities that go beyond knowledge and skills. A trainer must be good at communicating, adapting, leading, and respecting their team, creating a positive learning space by using active listening, solving problems, and being aware of different cultures. Lifelong learning and inclusivity help trainers be more effective at work. To be a great trainer, develop these traits to empower and inspire your team in various settings.

Avantika Anand

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Do you need authority to be an effective leader?

Are you a strong leader? Or do you sometimes wonder if people are willing to walk all over you?

Honestly, many of us are not loud and out there to prove that we are the best in the game. But at times, it makes one wonder – are we doing enough?

Are “strong” leaders the only successful ones?

I talked about this with someone recently.

In a podcast episode recorded last month, I connected with John Horn, SHRM-SCP, MPA. With hundreds of employees to manage, he has a big task at hand, which he solves with an interesting leadership approach: servant leadership.

Now, when it comes to servant leadership, there’s this very simple myth:

You are not being assertive.
You agree with whatever the other person says.
You are not holding anyone accountable.

But John disagreed.

He shared that servant leadership is about creating an environment that allows for team and organization’s accountability and growth while honoring the working people rather than treating them like cogs in a machine.

In defining servant leadership, he shared a new perspective on what leadership could mean.

Leadership does not need to be about power and influence. It can be about serving others and making a positive impact. The formula is putting service first in every act and authority in the background.

But would your team still get things done?

Absolutely yes.

Here’s why:

Money is not the sole incentive that brings people to their desks daily. It could be growth opportunities, a matter of identity, or the feeling of accomplishment that they get regularly at work.

For instance, flexibility is important to many employees today; it’s one of the top five considerations when weighing a role. Does a strict leadership approach permit that? Are your employees satisfied with the resultant work environment?

It’s a no-brainer. They won’t be.

Your solution is adopting a leadership approach that won’t garner old-school approval.

A leader who actively displays care and trust adds immense value to the workplace. And that’s what servant leaders focus on, as per John!

Research agrees with this sentiment, as positive workplace behavior from leaders is shown to

help employee engagement and relationships.

The key is to meet the employee where they are and fulfill their needs instead of pushing yourself and your team into a paradigm of deadlines and OKRs.

Your approach might seem too weak to many, but it’s meant for your team’s context and challenges. Leadership and people management are evolving arenas; you need someone who gets you as you are in the present to support you.

Putting ideas into action

Now the question is, how does this tie up with you? Do you also feel that your leadership style is timid?

John suggests journaling as one of the finest methods to develop an understanding of your leadership style. Thinking about some critical questions like these below can help you introspect:

What helps me feel valued as a leader?
What motivates me as a leader?

As you reflect more, your clarity increases over time.

To cultivate a more servant-focused leadership style, try actively soliciting feedback from your team members on how you can better support their growth and development.

John’s podcast, which you can catch here, offers more insights about servant leadership. Let me know your thoughts – I’m excited to hear how you plan to lead with greater empathy and service.

Ashish

Ashish is an entrepreneur with over 20 years of experience in strategy, coaching and product. In the present avatar, he is building Risely, an AI-enabled leadership development platform in between breaks from treks and baking.

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How Retail Leadership Development Needs to Change

The retail organizations around us are changing. Technological developments promise faster deliveries than ever, and retail employment is not the same exciting prospect anymore for college students. Before looking at how the leaders are responding to these changes, let’s answer something critical: Are retail leaders prepared to take on the future?

Table of Contents

Retail Leadership Development – The Story So Far

The retail sector is facing the heat not just from the economic downturn alone but also from troubled global matters and stemmed revival after the pandemic. That’s one side. The other is managing the employees and the store. The first is challenging because of the typical high attrition of working frontline in retail. The financial benefits are no help, so the matters relate to the experiences. The second area is posing challenges because there are better options on the internet. Retail needs to focus on building great customer experiences to survive the drought brought upon by e-commerce, which again boils down to how loyal and good your employees are. There’s one thread tying all of these together: The store manager. These often assertive but usually tough people are the heart and soul of retail chains. A lot rests on their shoulders—right from managing the employee register to ensuring that the customer exits with a smile on their face. Historically, long-term employment with a retail chain would mean a series of promotions into managerial and leadership roles. But times are changing, and so are demands. The managerial role in retail is now about managing stakeholders, supply chains, tech, people, and so on. Managers and leaders at every level in retail businesses need more training and support to achieve remarkable results that are becoming synonymous with survival. While historically, we have witnessed a drought of leadership development opportunities in retail, there are voices demanding change quite openly now. For instance, in research by Spencer Stuart across retail organizations globally, it was found that leading and empowering people was one of the most important abilities a retail leader needed! That’s not all. There’s more context to highlight why retail leadership development is the need of the hour. HR leaders from these retail organizations shared that the biggest risk in succession planning for retail right now was the inability to address development gaps – which directly hints at the need for better leadership development initiatives for retail organizations. But, is it really worth the fuss?

How do leadership development initiatives impact the retention of leaders?

Research cited above points to 25 to 48% of CEOs and direct reports being expected to leave their organizations within a year from the survey date. What’s next, then? Unfortunately, not many teams are sure, owing to the lack of leadership development practices. They are grappling with gaps in the talent pipeline, and most of the next generation does not seem fit to bear the load. The leaders and managers are bound to search for exits when the traditional career progression route is no longer feasible, and there are no alternate avenues on offer. The growth promised through these programs is a great benefit on top of competitive aspects like pay and benefits. When similar offerings populate the industry, differentiation is made of L&D initiatives that boost employee loyalty by supporting them right where they need it. Leadership development opportunities can help curb the turnover of leaders and managers in retail. This is because investment in leadership development offers a sense of professional security. That’s not all. There’s more that retail leadership development can change.

What is the impact of retail leadership development?

We can sum up the major impact of retail leadership development as follows:

Make your people stay: First, retail leadership development is important to fight up-and-coming challenges with the right workforce. External hiring, training for your industrial relevance, and then fighting the battle would prove costly. Instead, if you invest in bringing out the leadership potential of your people, you will have a more loyal workforce who values you as much as you do them. Building loyalty among your team members in a high-turnover industry is one of the best ways to secure competitive advantages.
Bring your people together: Leadership and management development programs will help you emphasize your organization’s core values and mission. In turn, the receivers of these messages, the leaders and managers who are learning, double up as culture agents with the frontline staff and ensure they have a sense of purpose at work.
Propagate the right behaviors to the frontline: Training managers in your core values and the right mix of management skills will help you create a trickle-down effect. As a result, the ideas and behaviors you want to emphasize are built with the managers as role models for the frontline staff, leading to the ultimate success, which is a great customer experience.
Tailor leadership programs to meet your needs: There’s a lot available in the open market when it comes to developing leaders and managers, but the question is—does that match what you need? Most likely, it will not. Most leadership development programs are cookie-cutter and not made to fit. As a result, the impact remains half-hearted. Investing in leadership development yourself will allow you to control the content and application.
Be future-ready: It’s no secret that the world is changing. The retail industry now needs to negotiate terms with consumers who are conscious of the level of comfort e-commerce can offer. There are also tech disruptions to keep in mind, like AI. All of these changes require leadership that is willing to take on challenges.

The old image of a rigid store manager is no longer the face of the retail industry, so let’s replace that archetype from the leadership development programs too?

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What does retail leadership training need to do?

Regarding retail leadership development, the most common forms include screaming ideas into an audience, which, although traditional, does not appear very effective. Since we are talking of preparing for a modern world, leadership development practices in a retail environment also need to modernize and get in tune with the present. For instance, AI-powered leadership development fits neatly into the retail leadership development paradigm because it can meet the needs of distributed teams at scale even when the contextual needs are heavily varied. What does that mean? Let’s break it down into five key features of retail leadership development for the future.

#1 Not pull away people from work

One of leadership development’s biggest troubles lies in taking time for it. Most managers and leaders don’t have the hours (or sometimes days) that the conventional leadership workshops, seminars and getaways demand. They do have unique challenges that these programs don’t help with because they are made with an Ideal Customer Persona in mind. Retail leadership development must embrace microlearning to meet managers where they are, most likely on the store floor. It means offering learning in bite-sized bits that are actionable and not just offering a checklist of best practices to follow. For example, Risely’s daily nudges for people managers share a small actionable idea that they can practice right then. This nudge is aligned to their job role and level of proficiency in particular leadership skills, and it even identifies which team members would be best to work in that area. All of this takes about 15 minutes at best, including getting the idea, trying it out, and maybe even talking about what happened with the AI coach Merlin right then!

#2 Train a lot of people similarly even at different locations

The most basic part of training a retail organization is understanding that it is distributed. For example, one company that we work with, Fosters, has people spread over six to seven separate locations. Pulling them all into a single leadership development program would mean pulling key people from each place and potentially jeopardizing operations for at least a day or two. That’s why retail leadership development solutions need to account for a centralized set-up that scales down into your context. For instance, Risely’s AI-led co-pilot for leadership development is accessible anywhere at any time. The managers do not need to seek permission to take a coaching session or wait until the company organizes the next one. All of them have access to an AI coach who is personalized to their job role, level of leadership skills, and professional goals. Also, Merlin offers voice mode in over 40 languages, so don’t worry about typing out long paragraphs about what’s bothering you. It’s as simple as sending that voice note to a friend describing your annoying day at work. Simplification in accessing coaching and support through interventions like these is critical for retail leaders since they are in a high-stress and emotionally draining job that leaves little bandwidth to “learn” at the end of the day.

#3 Train people at different levels in the organization

Every organization has people working at several different levels. This leads to an obvious complexity: Who to train and who not to? What if we told you that every leader on your team deserves support? Broadly, the numbers in corporate organizations suggest that only about 10% of leaders are able to access training. It leaves out most of the people who work day in and day out with the frontline staff. AI coaching and leadership development drastically reduce costs and barriers. As a result, you can train all the people in your organization at a fraction of the cost, time, and effort. AI coaching is adaptable to job roles, so it can help anyone from the CXO club to frontline managers who battle it out every day.

#4 Meet the unique contextual needs of retail leadership

Retail leadership is not for the faint-hearted. A number of factors are involved, from building customer experiences to managing supply chain networks. The trouble is that a leadership coach would not know about this unless they come from a retail background. This makes coaching and development services for retail leaders a niche and expensive area. But that’s not all. Not all retail leaders are cut from the same cloth. Some have to handle people by giving speeches; others do so in closed rooms where big deals are discussed. Both of these people need different skills. AI supports this differentiation in the support being provided to leaders across a retail organization with personalized learning pathways. Risely, for instance, starts by asking you to configure challenges and assesses you on leadership skills to create a roadmap that would suit you. It further pulls insights from company policies and ties into individual professional goals to create a well-rounded learning experience. It is an entirely different paradigm from the leadership development best practices offered so far to retail leaders.

#5 Reinforce organizational objectives and values

In a business that’s known for high turnover, loyalty is chased. So why are we leaving it on the table when effective leadership development and shake things up? Investing in leadership development creates a positive employee brand that ensures your people stick with you. But that’s just one part. Leadership coaching that is outsourced or conducted through external providers is more often than not likely to suffer from a disconnect from your values. It’s not because of inability but simply because of design. Embedding your mission and ideas is possible only when you train people with in-house experts, which is a costly affair on its own. So, what’s the way out? An AI coach helps with this, too! Risely’s AI coach, Merlin, learns your company’s policies and values and offer them along with suggestions whenever your team is taking a coaching session. This is a great way to reinforce your core ideas rather than letting them catch dust in some lengthy documents that barely get read. Retail leadership development is surely in for some amazing changes as the world progresses. Come 2025 and bid adieu to one-size-fits-all learning programs plaguing your people. Instead, gift them learning that meets their needs. Read more: How To Make Leadership Development Programs Succeed In Your Organization?

To Sum Up

Retail leadership development is the need of the hour as we navigate more complex relationships and changing dynamics with the increasing popularity of e-commerce. Manager and leadership development promises a lot to retail organizations. There are many benefits to be sought in improved customer experiences, better frontline performance, and increased employee loyalty. But the last bit of trouble lies in the prevalent old-school modes of leadership development in the retail industry. They are often not optimized for the right context where your learner is. AI bridges this gap by offering personalized learning paths to managers and learners for unique challenges.

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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How to Improve Healthcare Leadership Development?

How to Develop Leadership Skills in Healthcare?

Healthcare systems are critical to any society. How are we training the people who run them? Learn how leadership development is evolving in the healthcare space with the introduction of AI.

Table of Contents

How to Develop Leadership Skills in Healthcare?

When it comes to the healthcare sector, we often interact with the front end. At the back, another parallel system keeps the show running—the administrative function. They are hidden, yet their presence can be felt in every small or big action, from disoriented teams to misplaced documents. In this healthcare administrative setup, the leaders and managers are like the backbone. They are crucial in ensuring that the show not just runs but does so effectively to support millions of people every day. The sad part of this story is that it’s not an easy job at all. When it comes to being a manager in the healthcare sector, we are not just asking for solid leadership abilities; there’s a higher need for empathy and caution. It’s not only fast-paced and dynamic but also emotionally taxing. As a result, we witness high burnout among managers in the healthcare sector. There’s no single cause for this challenge. Healthcare leaders are constantly facing the heat due to:

long work hours that hurt the work-life balance
staff shortages causing overworking
emotional investment in work
high-pressure work environment

While talking of managers here, it’s not uncommon for employees in this sector to handle empathy fatigue while continuing to strain themselves. This went overboard during the COVID-19 pandemic when demands from the healthcare sector hit the sky on quick notice. Since returning from that wave, the sector has coped with distress. Inherent support systems at work can be one of the most effective solutions for increasing access to support for healthcare workers. This puts managers and leaders at the frontline as coaches and mentors for their teams. Yet, even this is mired with problems due to a lack of investment in healthcare leadership development. So, what’s the way out? Let’s begin by appropriately contextualizing the role of leadership development in healthcare.

Why is Leadership Important in Healthcare?

Developing leaders in the healthcare space is vital for success because it directly improves employee experiences. Great leaders provide the valuable support, coaching, and motivation that healthcare workers need to sustain themselves in a physically and emotionally straining environment. They are also the key to creating a talent pipeline for succession and effectively building career paths. To sum up, healthcare leadership development helps you:

Enhance customer experiences: Leadership development programs in healthcare are focused on developing skills that enable seamless experiences for service seekers. This ensures that your employees are focused and dedicated to the task, thus leading to better performance even in high-stress scenarios that are common for healthcare workers.
Enhance people’s experiences: Customers are one side of the equation; your employees are the other. As we noted earlier, too, well-trained leaders better support their teams and carry them forward through challenges. It is also a motivational factor for the employees to see that their growth matters to the organization and aligns with wider business plans.
Manage your people better: Focusing on developing the leaders in your healthcare organization ensures that you have a ready pipeline of talent who can take up bigger roles in the future as the current generation moves on. Leadership development can also help you solve high turnover and absenteeism because it helps employees find the right skills, purpose, and plans for their careers.

What’s the Status Quo of Healthcare Leadership Development?

Let’s break this down with an example. HealthRight 360, one of the major healthcare providers for vulnerable people, emphasizes the role of leaders in its mission. As an organization committed to making a difference in the lives of people without access to insurance, it is at the frontiers with numerous service providers working every day. It calls for leaders who can unite teams around the mission and translate its core values of empathy. As part of the healthcare industry with an extensive volunteer network, HealthRight 360 faces some of the most common challenges prevalent in both of these areas, namely, a shortage of resources, people, and time. Thus, prioritization and making the right choices to positively impact people become super important.

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What Challenges Do Leadership Development Programs in Healthcare Face?

Healthcare leadership development programs face myriad challenges due to the sheer number of complexities built into the environment itself. First, there is the resource crunch that we discussed earlier. It is not just about funds but also about the availability of people and bandwidth. As a result, we witness these challenges in healthcare leadership development programs:

Lack of resources to run programs for leaders

Healthcare leaders do not have the hours to invest in leadership development training programs that could take them out of work. In fact, one of the biggest challenges for L&D teams in healthcare is ensuring that people grow while not missing out on work. As a result, even the smaller and shorter alternatives suggested to leaders, like eLearning, are hard to implement, let alone extensive methods like one-on-one coaching. At times, seeking investment for leadership development and making this case in front of the stakeholders makes things difficult since it is not viewed as an area that can directly bring in revenue. For nascent L&D teams, getting the ROI numbers is a challenge.

Meeting niche expertise needs

A healthcare leader operates in a specific context that happens to be pretty niche. It involves a high level of clinical expertise and a similarly high level of people expertise. The learning and development methods for healthcare leaders need to equip them with a holistic understanding of this environment. Sadly, a majority of leadership development programs available out there are cookie-cutter and do not provide the exact value needed here.

Creating a pipeline for succession

Healthcare institutions often lack the structured infrastructure for preparing leaders for senior roles. Without the strategic approach to identifying and nurturing future leaders, healthcare organizations end up with leadership gaps and succession risks. It is also vital to consider that talent with niche healthcare leadership competencies leaving the organization is a major loss.

Matching competency levels in functional and people skills

Healthcare leadership requires a complex mix of skills. While functional knowledge is critical to success, leaders also need to demonstrate emotional competence and great people skills. In the absence of adequate leadership development programs, leaders are left to grapple with people management challenges without the right toolkit. This poses constant challenges since healthcare employees are prone to burnout and need consistent support. So, what’s the way out?

Picturing the Ideal Healthcare Leadership Development Program

Healthcare leadership development programs are thus stuck in an impasse because moving further in any direction can break the delicate balance of their environment. As a result, most L&D managers in healthcare remain on the lookout for leadership development solutions to reach out to distributed teams. Their major objective is to tie people around shared values, systems, and leadership approaches even when they are spread across different teams and offices. To create this ideal solution for healthcare leadership development, we need to think along three pillars:

#1 Meet healthcare managers where they are, literally and metaphorically

There are layers to this challenge.

First, leadership development needs to meet the managers where they work. Healthcare managers often double up as field staff, so they cannot spare days to invest in leadership training. They also do not have the same range of allowances that permit corporate employees to take up the usual leadership development programs. Thus, learning needs to be where they are.
Second, leadership development for healthcare managers needs to align with their skill levels. This is frequently overlooked in the sector, and there’s a gap that any training program would have to bridge. It begins by emphasizing the people management aspect of the job and then further supporting them on the challenges as they show up. Implementing high-level training programs with bullet points on how to do things is not going to prove useful.

Thus, leadership development programs for healthcare managers need to embed themselves in the sector’s flow of work and people management routines.

#2 Define a consistent leadership style for the organization and spread it evenly

Corporates have their vision and mission documents. The culture teams further populate this area with documents describing the values at the core of their mission, leadership styles, and so on. These are often very low on the list of priorities in the healthcare sector. One of the challenges for healthcare L&D is then defining this common leadership culture and propagating it across the organization. We must also consider that not all teams work in a shared space with the same bandwidth. With this in mind, we need a leadership development method that balances a central focus on organizational philosophy with individualized attention to professional challenges. Directives and documents for coaches seem like the most obvious route to achieve this. However, the questions of diverse interpretations, multiple coaching styles, and lack of constant support soon rise.

#3 Reach out to more healthcare leaders and support them effectively

The third pillar where leadership development programs in the healthcare industry need support is the coverage they offer. Thus far, even traditional corporates have been limited in terms of how many leaders they can effectively train and support. For the healthcare sector, the challenges are made more complex by low prioritization of development initiatives and resource crunch. Leadership development programs for healthcare thus need to take a turn toward accessibility and scalability, wherein more people managers can seek help easily without hesitation or losing out on precious work hours. Moreover, scalability will allow L&D teams to show ROI much more easily. It happens as outreach to more employees translates into a bigger impact at the organizational level compared to investing in the development of a select few. Since we have these actions in mind, we should also consider latching to the latest technological developments and using them to reach our goals. AI is one such factor that has shown many use cases in healthcare leadership development. Let’s explore a few of them in the next section.

How is AI altering Healthcare Leadership Development Programs?

AI for leadership development is one of the hottest areas discussed globally by the L&D industry. Does it have some applications in improving healthcare leadership development programs?

Use microlearning to push growth every day

We have noted that one of the most common challenges for healthcare leaders is that they cannot devote the time needed for leadership development programs. Getting away from work for a few hours every week adds more strain to an already overwhelming schedule, as do programs that span multiple days. Microlearning is the savior here. Microlearning is not just about reading a bit of information about people management here and there. Ai is putting an interesting twist on this to make it more impactful. At Risely, it unfolds in twin moves:

Nudges: First up, managers on Risely get daily nudges focused on improving their people skills. It focuses on the skills they need (which are assessed first thing), the team members this manager is working with, and the context in which they work. So, a healthcare leader struggling to be assertive at their new job with a team member named Alex will receive an actionable tip to do precisely that, not just anything from a random box of tips & tricks.
Activities: Leadership is not just about learning things; it’s more about doing them in real life. Risely takes this message to the core, which is why most daily lessons are equipped with short activities like watching a video lesson, taking a quiz, or practicing a role-play. These are again personalized to the leader’s context—their skill levels, challenges, job context, and so on.

The fun part? All of this takes about 15 minutes a day at best.

Use AI coaching to meet contextual needs

Another challenging aspect that we noted earlier is the lack of contextual support. Being a leader in a healthcare setting puts one in a unique spot. The job demands are physically and emotionally straining. Few people, either seniors or coaches, are available to support one in these roles since the experience being demanded becomes very niche. Scaling healthcare leadership development via coaching thus proves to be expensive and time-consuming for the L&D team itself. (At the moment, we are not even going into aligning the coaches with company values and building relationships with the learners, which would be more complex issues for L&D teams that get into this.) So, who can solve this? An AI coach like Merlin understands every manager’s unique context and offers support solely based on what’s needed. The great thing about AI leadership coaches is that they are always available, even when the work hours are over, and the manager is sitting alone, pondering how to confront someone. That’s where an AI coach shows up and saves the day! With Merlin, people leaders can access multiple ways of learning. They can simply talk about situations and seek advice. But there are more interesting ways to engage an AI co-pilot in your leadership journey:

Role-play a situation: Is there something weighing heavy on your heart? It’s probably a difficult conversation that you need to have soon but are not sure how to approach it. Role-plays with Merlin help you practice these (as often as you want) by setting up the scenario and defining your partner’s expected behaviors.
Develop specific skills and set goals: You can chat with Merlin about everything related to skill development, from diagnosing what’s missing from your arsenal to creating strategies and roadmaps for growth.
Turn it into a culture agent: An AI coach must be generic, right? Except that it’s not. Setting up Merlin involves researching your company policies and values to ensure that they are reflected in the coaching conversations. While asking for guidance, team members can quickly glance at what the official documentation says, which is great because we both know that they will never open the PDFs otherwise.

Want to see how it works? Catch Merlin in action here:

Focus on scalable solutions for healthcare leaders

Last but not least, we need to reach out to many more healthcare leaders and deliver support. As an L&D team, our mission is to support organizational growth as well as personal goals, but a resource crunch can get in the way. As we noted in the point above, AI can solve this. Picture this: Your team gets an AI coach supporting managers even while you are asleep. Not just one manager, but as many as you have. You no longer need to worry about scheduling meetings with the right coaches, the costs of accessing them, and regularly hiring for new ones since the previous set leaves. That’s precisely what Merlin does. That’s not the end of the story. Risely offers people management skill assessments that you can run for the entire team with one click, as opposed to designing them from scratch, getting them printed and distributed, putting reminders to get them filled and returned, and then evaluating them. Leave the whole cycle aside in favor of people skill assessments that you can run as the administrator, with both self- and team ratings and evaluations at the sub-skill levels. Did we tell you it ties into a learning journey personalized to the manager and offers them bite-sized lessons daily? It does! Give it a spin here; it’s free: Risely’s Leadership Skill Assessments. There’s no doubt that AI is reinventing healthcare leadership development programs. The question is, are you and your team in the loop? Or, are you missing out by holding conventional methods dear?

Looking Forward

To sum things up, we have the most common challenges of healthcare leadership development programs:

Lack of resources to run programs and multiple stakeholders who are hard to convince
Need for niche expertise that understands both functional and people aspects of the job
Tying into the broader strategic HR goals like succession planning and career pathing
Creating a better understanding of the healthcare leader’s role and where they need support
Developing low-cost, scalable solutions that balance organizational objectives with personal needs

While the traditional methods of leadership development cover some or all of the bases, there’s a large gap to be filled. This is a more challenging case to tackle than corporate leadership development because it demands niche talent to run the initiatives amid a more straining environment. The latest tech solutions based on AI, like Risely, are enabling new approaches to solve these long-held challenges. Innovative ways to personalize and scale leadership development solutions for healthcare leaders are on the way to make a difference.

Deeksha Sharma

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Horse Leadership Training: A New Approach to Leadership Development

This blog post will discuss the case study of horse leadership training. We will also reveal how HR and L&D heads like you could benefit by incorporating this seemingly unconventional yet highly effective training into your leadership pipeline.

Horse Leadership Training: A New Approach to Leadership Development

Leadership development and training is suffering heavy stress under today’s business environments. HR and L&D professionals like you are constantly pursuing new, efficient, and innovative ways of emotionally intelligent and authentic leadership. Here is one such very effective transformative approach gaining popularity under the name of Horse Leadership Training. It is a hands-on, experiential method, based on the natural wisdom of horses, that helps leaders sharpen their communication, emotional intelligence, and teamwork skills in an absolutely unique way. In this blog, we will dive deep into Horse Leadership Training with insights from Janis Cooper, the director of Leadership and Staff training at Best Friends Animal Society.

Table of Contents

Horse Leadership Training: A New Approach to Leadership Development

Understanding Horse Leadership Training

In the 14th episode of Risely’s podcast- RiseUp Radio, Janis explains how to craft effective learning experiences through Horse Leadership Training or what she calls, Equine Facilitated Learning (EFL). EFL has become increasingly popular for training as it engages all of a person’s senses. It is a profound and memorable method that supports immediate change.

Horse Leadership Training, or Equine-Assisted Learning (EAL), offers a new and experiential approach to learning leadership, the type that never happens in the classroom. Because horses are very sensitive and social animals, they can read human body language and emotions a great deal of which people ignore. The idea behind this method, as Janis mentions, is the way people or teams complete the task provided to them with the horse reflects how they’re actually doing things in the workplace. As an HR or L&D leader, you know how important it is that your team members really experience leadership and not just learn about it. EAL makes this happen by allowing participants to work directly with horses, where they immediately see how their behavior influences others. Through some carefully designed trust-building exercises, your team will learn how to communicate with the horses without using any words. This very unique experience makes you a very clear communicator nonverbally, helps you calibrate your emotional responses appropriately, and understand how your actions affect others. It is a journey that builds trust and self-awareness while providing an increase in respect and, along with these, strengthening core leadership skills.

What is The Science Behind Equine Leadership Development?

Dogs are known for their loyalty and friendliness and monkeys are the closest living relatives to humans. So, why horses? The success of equine-assisted experiential learning on leadership development isn’t built on experience alone but is supported by sound science in both animal behavior and human psychology. As an HR or L&D leader, you understand the importance of blending practical learning with evidence-based insights. Horses are social animals that naturally herd together for survival. This characteristic makes them highly sensitive to minute changes in their surroundings, and to the feelings of their acquaintances, making them an excellent partner for leadership training. An Equine-Assisted Learning (EAL) session provides participants with immediate, unfiltered truthful feedback from the horses. The way a horse responds to them reflects their own emotions, intentions, and leadership style—like looking in a mirror. The raw feedback provided reveals blind spots, biases, or behaviors that most likely are holding them back from being totally effective leaders. Observing how horses interact within their herd provides powerful lessons on teamwork, conflict resolution, and the importance of setting clear boundaries and expectations. These can easily be applied to the workplace to help your team improve their communication, collaboration, and overall performance.

The Core Principles of Horse Leadership Training

At the center of Horse Leadership Training are a few key principles that help develop important leadership skills:

Authenticity & Congruence: Horses can easily notice when a person’s words and actions do not match. This helps people show their true selves and align their thoughts, feelings, and actions.

Clear Communication & Boundaries: Horses are prey animals. They need clear communication and set boundaries to feel safe. During EAL sessions, participants learn how to communicate their goals clearly and set healthy boundaries to build trust and respect.

Emotional Intelligence & Regulation: Horses excel at reading human emotions. This means participants need to have emotional intelligence and know how to regulate their feelings. They learn to develop self-awareness, empathy, and manage their emotions well, especially in tough times.

What Makes Horse Leadership Training Effective for HR/L&D Professionals?

For HR and L&D professionals like you, Horse Leadership Training is a powerful way to create real, lasting change in your organization’s leaders. Unlike traditional methods that often focus on theories and simulations, this training puts your team in real, hands-on situations where they must lead, communicate, and adapt—right in the moment. Working with horses requires leaders to step out of their comfort zones and sharpen their emotional intelligence, decision-making, and communication skills. What makes this especially valuable for you is how deeply it engages participants. They aren’t just sitting through another lecture—they’re immersed in an experience they’ll remember long after the training ends. The immediate feedback from horses shows leaders exactly how their behavior impacts others, which helps them understand and adjust in real time.

Janis shared a story of someone seeking help with leadership skills. This person was paired with a horse named Andrew, with the task of leading him from point A to B without touching or bribing him—she had to rely solely on influence. Initially, Andrew followed her, but midway, he stopped. When asked why, she admitted that she’d begun doubting herself at that moment. She realized that the same thing happens at her workplace; people don’t follow her because she lacks confidence.

This kind of direct, memorable learning experience leads to real behavioral change that sticks, making your leadership development efforts much more impactful when your team faces tough situations back in the workplace.

Implementing Equine Leadership Development in Your Organization

Incorporation of Horse Leadership Training in your company’s human resources and learning and development strategy can be a game-changer, and it’s more flexible than you might think. You begin by taking your employees to a one-day workshop and introducing them to the core principles of horse leadership training. That way, they are able to experience this unique interpersonal link between leadership and working with horses, which will come in very handy for them in their respective roles.

Participants working with horses during an Equine-assisted learning program. Image by Forbes

For an even more comprehensive experience, you may integrate horse leadership training into your existing leadership programs. Single multiple-day retreats or even continuing coaching sessions offer the best chance for traditional leadership training and the application of equine activities through a very potent combination that appeals to most learning styles. Such programs deepen the learning experience through a more engaging and impactful method for the team. It doesn’t matter what you choose, but it would be advisable to ensure that the sessions are conducted by a certified expert or professional who has a strong background in leadership development and working with horses, the idea is that your team receives a well-rounded, professionally guided experience truly delivering results.

Horse Leadership Training: A Strategic Development Tool

Organizations like yours are increasingly recognizing the strategic value of incorporating equine leadership programs into their talent development initiatives. These L&D strategies offer much more than individual growth—they create stronger teams, improve communication, and foster a more positive, productive work environment. Here’s a concise comparison of traditional leadership development approaches and equine-assisted learning:

Working with horses encourages authenticity and emotional intelligence in a manner that traditional methods often miss. Exercises for building trust carry through to equine partners but come directly into how those members then interact with their colleagues. Doing so helps foster a culture in which your team feels supported and connected—that’s an essential ingredient for long-term success in any organization.

Conclusion

Horse Leadership Training offers a refreshing approach to leadership development, utilizing horse-related principles to enhance your team’s skills. As an HR or L&D professional, you can leverage the Equine Leadership Program to foster genuine change and elevate teamwork within your organization. Safety during training sessions is crucial, so implementing solid measures will ensure a positive experience for everyone involved. By embracing this innovative method, you’ll cultivate strong leaders and a culture of collaboration and growth—transforming your organization for the better!

Avantika Anand

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5 Training Design Models You Need to Know in 2025

In this blog post, we dig deep into five different training design models, exploring how each one works with real-life examples and showing you how they can work for you in your organization toward increased learning and development.

5 Training Design Models You Need to Know in 2025

Effective training is no longer a luxury in this fast-paced business environment but a necessity for being successful. More and more companies have realized how well-formed training design models can transform the learning experience to be enjoyable and impactful. In this blog post, we dig deep into five different training design models, exploring how each one works with real-life examples and showing you how they can work for you in your organization toward increased learning and development.

Table of Contents

5 Training Design Models You Need to Know in 2025

What is Training Design?

The goal of designing training and develo p ment plan is to create a learning environment that directly addresses the specific needs and difficulties faced by your team. It involves outlining every component—content, delivery, and assessments—so that they are not only efficient but also interesting and relevant to your employees. Clear learning objectives, coherent content flows, and engaging elements which make learning stick are all part of training design. As an L&D leader, your strategic vision is realized through training design. This process converts high-level organizational goals into tangible, meaningful learning experiences that develop the competencies your team need. In addition to filling skill gaps, a well-designed program fosters an attitude of constant learning, enabling employees to advance in ways that complement their professional goals and the organization’s objectives.

Discover the 5 Essential Training Design Models

Training design models are like roadmaps that guide you in helping to craft an effective learner experience. They give direction for designing the training programs that engage the learners and ensure that they have acquired and applied the knowledge they learned. Using these models, you create clear, practical, and impactful training.

1. ADDIE Model: A Staple in Training Development

The ADDIE training design model makes planning training programs feel straightforward and manageable, taking you through five steps: Analysis, Design, Development, Implementation, and Evaluation. It’s a great way to ensure your training hits the mark.

Analysis: This is where you identify what learners need to know and what gaps exist. It’s about digging deep into your team’s current skills and the challenges they face.
Design: Based on that analysis, you map out the structure of the program—what content to include, how it will be delivered, and what activities will engage your learners.
Development: Here, all the training materials, modules, and resources are created. This is where your content comes to life, shaped by your earlier design.
Implementation: This is the exciting part where the actual training takes place—whether through in-person workshops, e-learning, or other formats. It’s where your employees get hands-on with the training.
Evaluation: Finally, after the training is delivered, you measure how effective it was. Did it achieve the learning objectives? Were the learners engaged? What can be improved for next time?

For instance, let’s say your company introduces a new software system. During Analysis, you’d figure out who needs to learn what and how deep their understanding needs to be. In Design, you’d plan an interactive workshop plus some hands-on practice. Then, in Development, you create the content—tutorials, exercises, and tips. Once you roll out the training (Implementation), you gather feedback in the Evaluation phase to see how well it worked and make improvements where needed.

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2. SAM (Successive Approximation Model): Agile Response to Design Needs

SAM, or the Successive Approximation Model, is a dynamic training design model idealized for its flexibility and responsiveness in today’s working scenario. It focuses on feedback loops and continuous improvement to ensure that the programs you develop are always relevant and effective. With SAM, you’re not just using a training design model—you’re building a flexible, responsive learning experience that adapts to your organization’s specific goals and ever-changing needs.

How does SAM make a difference?

Iterative Process: Unlike traditional models that follow a strict linear approach, SAM allows you to revisit and refine steps as training needs evolve, ensuring the final product is always aligned with current demands.
Collaborative Design: SAM thrives on teamwork, encouraging input from various stakeholders to create well-rounded and tailored training solutions.
Rapid Prototyping: Instead of waiting until the end to test, SAM encourages quick builds and frequent testing, so you can identify what works (and what doesn’t) early on.
Adaptability: As training needs change, so does the design—making SAM perfect for organizations facing fast-paced industry shifts or unexpected challenges.

Imagine a tech company launching a new software tool. After the first training session, employees struggle with key features. Using SAM, the L&D team gathers feedback, quickly revises the materials, and tests improvements in real time. This flexible approach ensures the training adapts to employees’ needs, speeding up software adoption and boosting productivity.

3. Bloom’s Taxonomy: Structuring Educational Goals

Bloom’s Taxonomy, developed by Benjamin Bloom, is a training design model essential for organizing learning objectives. It outlines six progressive levels of thinking that help learners deepen their understanding over time. These levels are:

Knowledge: Recalling facts and basic concepts.
Comprehension: Understanding and explaining ideas.
Application: Using information in new situations.
Analysis: Breaking down information and finding relationships.
Synthesis: Combining elements to create something new.
Evaluation: Making judgments and decisions based on criteria.

By structuring training content to cover each level, learners gradually build from simple knowledge to more complex, critical thinking skills. By following Bloom’s Taxonomy, you ensure that your team members not only grasp the basics but also develop the critical thinking and problem-solving skills needed for success. Say, you’re designing a leadership training program. At the Knowledge level, participants might learn about leadership theories. In the Comprehension phase, they explain these theories in their own words. When they reach Application, they start using leadership techniques in real-world scenarios. As they move to Analysis, they evaluate the outcomes of different leadership styles. In the Synthesis stage, they develop their own leadership framework. Finally, in the Evaluation phase, they assess the effectiveness of their leadership style and decide how to improve.

4. Kirkpatrick’s Four Levels of Training Evaluation

The need to determine effectiveness in training is essential because this determines whether your learning objectives are being translated into real-life actions. Kirkpatrick’s Model has emerged as one of the more popular training design models because it breaks down the evaluation of training into four levels. Analyzing these helps your organization determine how well a training program is working and gives you opportunities to make data-driven improvements to future sessions, thus maximizing their return on training investment.

Reaction: Measures learner satisfaction and engagement with the training. Did participants find the training relevant, enjoyable, and engaging?
Learning: Assesses how well learners have absorbed the intended knowledge, skills, and attitudes. Did they actually learn what was taught?
Behavior: Examines if learners are applying their new skills and knowledge in the workplace. Are they changing the way they work based on the training?
Results: Evaluates the training’s impact on broader organizational goals and KPIs. Is the training leading to measurable improvements in performance, productivity, or other key areas?

Consider a company implementing a customer service training program. At the Reaction level, employees report high satisfaction with the interactive format. At the Learning level, tests show they have successfully absorbed new techniques for handling difficult customers. After a few months, at the Behavior level, managers observe employees using these techniques on the job. Finally, at the Results level, the company sees a measurable improvement in customer satisfaction scores and a reduction in complaints, showing the program’s direct impact on key performance indicators.

5. Gagne’s Nine Events of Instruction

Robert M. Gagné‘s Nine Events of Instruction is a systemic, learner-centered approach toward designing interactive and effective learning experiences. Based on how humans process information, these nine steps help guide learners through each phase of the learning journey toward better understanding and retention. By following this training design model, you create a well-rounded, interactive, and personalized learning experience that helps learners effectively absorb and apply new skills.

Gain Attention: Start with a question or story that grabs their interest.
Inform Learners of Objectives: Let them know what they’ll achieve by the end.
Stimulate Recall of Prior Learning: Connect the new material to what they already know.
Present the Content: Share the material in a way that resonates, whether through visuals or hands-on activities.
Provide Learning Guidance: Offer tips and examples to make it easier to understand.
Elicit Performance (Practice): Let them practice through exercises.
Provide Feedback: Give immediate, helpful feedback.
Assess Performance: Measure how well they understood and applied the content.
Enhance Retention and Transfer: Encourage them to use what they learned in real situations.

Imagine you’re designing a leadership development workshop. You begin by gaining attention with a powerful story about a leader who overcame significant challenges. Next, you inform learners of the objectives, say, they’ll be able to handle difficult conversations by the end of the session. You then stimulate recall by asking them to reflect on past experiences with tough conversations. After presenting the content with effective communication models, you guide by breaking down the steps. Learners then practice these techniques in role-play exercises, and you provide feedback on their performance. You assess their progress through a quick simulation and finally, enhance retention by offering follow-up materials they can use on the job.

How to Enhance Learning Outcomes with Effective Training Development Models?

Being an L&D leader, you know you need to provide training programs with real business outcomes. The value of training design models is to work as a roadmap that will help you align the content around specific learning objectives; in this manner, your programs would both be engaging and effective. With the use of the right model, following the needs of your organization, you could make learning experiences impact performance and business outcomes.

Leveraging Technology in Modern Training Design Models

Technology is revolutionizing training delivery, making it more economical, flexible, and customized. You are able to connect with your team members wherever they are thanks to technologies like Learning Management Systems (LMS), immersive VR/AR for lifelike simulations, and mobile platforms for short, bite-sized learning. This is particularly helpful in the modern remote and mobile workforce, where learning takes place anywhere, at any time. Why is technology so effective in L&D? Initially, it enables you to scale your training initiatives, reaching your team wherever they are. Because tech-enabled training design is so flexible, it is possible to instantly modify the content to meet the changing needs of your team. Additionally, it provides a consistent learning experience for everyone, whether your team is local or spread across the globe, while often bringing down costs by minimizing the need for in-person training resources. At the forefront of this tech-led shift, Risely- an AI-powered copilot for leadership development combines all these benefits in one holistic solution providing personalized and scalable coaching for your leaders.

Integrating Soft Skills into Training Programs

Beyond technical skills, one needs to develop soft skills in a way that the leaders you are developing within the organization are well-rounded, effective, and ready to face any situation. As an L&D leader, you understand that without good communication, teamwork, and problem-solving skills, effectiveness in any role cannot be guaranteed; hence, adding a soft skills training component to your programs through role-play training, case studies, and interactive discussion enables your employees to develop such skills in a relaxed atmosphere, prepare them to deliver in their roles, and contribute to the success of your organization as a whole. With effective training models, the usage of technology, and a keen interest in soft skills, you will develop training programs for your organization that not only match but well surpass your learning goals.

Future Trends in Training Design Models

As an L&D professional, you would realize that the ways of training are continuously changing with the pace of technology, evolving expectations from learners, and increasing requirements for more personalized learning. The future trends of microlearning, personalized learning paths, adaptive learning technologies, and bringing in AI will form new patterns for planning impactful L&D strategies. Success demands embracing these trends so that your strategies in workforce development will be future-proof.

The Rise of AI and Machine Learning in Training Design Models

AI and machine learning are changing the scenario of training and making it highly personalized. It analyzes the associated data of your team members, such as their preferences and performance, and adjusts accordingly. The platform suggests tailored content to its users, gives real-time feedback to them and adjusts the paths of learning to avoid your team being bored or stuck. Incorporating AI in the workplace and into your training programs can make learning more personalized and data-driven, boosting overall effectiveness.

Personalization and Adaptive Learning Pathways

No two learners are alike, and organizations have long abandoned one-size-fits-all training. Using adaptive learning platforms, such as Risely’s personalized Leadership Learning Journeys, adapt content and pace to every learner’s performance and style. This means your team will stay engaged, and what they learn will stick. With adaptive pathways, you meet your team’s individual learning needs, leading to more skilled and adaptable employees.

Conclusion

To succeed in the changing world of training, it is important to know and use the right training design models. The five essential training development models for 2025 give a range of tools to improve learning and meet your ever evolving needs effectively. It’s also important to include technology and the development of soft skills in today’s training programs. When picking a training design model, make sure it aligns with your business goals and consider the learners’ needs. Embracing trends like AI, machine learning, and personalized learning will influence the future of training and development. Stay ahead by using these models to create engaging and effective learning experiences.

Avantika Anand

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Top 5 Leadership Training Software for Your Team

Top 5 Leadership Training Software For Your Team

Classrooms and lecture halls have been the traditional custodians of leadership development. But it’s 2024, and the world has changed. Have your manager and leader development ideas evolved, too? Start your adventure in leadership development with the latest tech. Check out these five top-notch leadership training software picks that are all about smartly boosting your leadership skills. If you’re working in HR or L&D, dive into effective leadership using tools that fit just right with what you need. Tap into everything you’ve got and discover the world of leadership training software made to get you.

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Top 5 Leadership Training Software For Your Team
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Why should you invest in leadership training software?

After all, isn’t it just another headache to handle? Before heading into leadership development software solutions, let’s look at how software can improve your processes. When we talk about software for leadership training, a few important features really help people learn better.

Interactive and immersive learning experiences: the leadership training software with hands-on modules and simulations makes it easier for learners to get into it and really understand what being a leader is all about.
Personalized learning paths: With this, everyone can work on their own strengths and needs, which makes improving skills more effective. If you are a part of HR and L&D teams, you’ll know that leadership profiles across different teams need different skills and support.
Real-time progress tracking: Keeping an eye on how someone is doing allows for quick feedback so they can keep improving without missing a beat. Thus reducing the burden on the immediate managers.
Assessment tools: They help figure out where someone shines or might need some extra attention. This way, you can focus on building up those specific areas becomes simpler. It is a huge help because assessments often don’t get enough attention in conventional seminars or workshops for leadership development.
Smoother learner experiences: When the software works well with other HR or teaching systems already in place, everything feels connected, making the whole process of growing as a leader smoother.

Putting these elements together, along with what’s known best about teaching leadership, can really push your organization forward by creating strong leaders tailored to your team’s needs.

Top 5 Leadership Training Software Options for HR and L&D Professionals

Let’s look at the top leadership training software solutions you can try. All these different kinds of software bring something unique to the table when it comes to enhancing a leadership development program by focusing on various parts of leadership training for your team.

#1 Risely – An AI Co-pilot For Leadership Development

One thing can make all the difference between your typical leadership training and a learning experience that creates a long-lasting impact—it understands who you are training. A number of leadership development software solutions work by simply creating match-ups with human coaches. Risely, with its hyper-personalized approach to leadership development and AI-powered leadership coaching with Merlin, embraces these ideas wholeheartedly.

Workplace becomes the classroom: First, embedding them in the workflow creates learning experiences that stick. As a result, managers don’t need to step out or go to a different platform to avail of services. Their workplace is a learning space, too.
Tailor made journeys to fit your needs: Second, Risely creates learning journeys tailored to the needs of the learner by understanding their challenges with specific team members and tying up with company culture policies. Risely’s AI coach is available at the point of need every time.
Comprehensive admin dashboard: Third, it has excellent features for administration purposes, including a skill center that tracks every individual’s skill progress, reportage on team challenges, and much more cultivated through in-built leadership skill assessments.

What makes Risely stand apart?

Most typical leadership development software will stop at either coaching or assessments. Risely covers both the grounds and extends further by developing learning journeys for specific needs that are comprehensive learning paths. When you seek support from Merlin, the in-built AI coach for leaders, you get responses curated to your particular role and needs. That’s not all! While most coaches struggle to align with organizational and personal values, Merlin can adapt to both and embed them within the flow of the coaching experience.

Our users include people managers from leading companies, along with names in the non-profit and healthcare industries.

I have been on a trial of Risely and I am very impressed. As someone who designs and delivers Leadership Development Programs, Risely was on point with its journeys maps and coaching content. It was responsive and reinforced concepts in a variety of ways. I feel Risely will be a valuable tool for managers to utilize as they build their muscle in leading others effectively.

Janis Cooper

Best Friends Animal Society

Explore Risely Pricing

With its two-tier pricing model, Risely is much more accessible and affordable than conventional leadership development solutions.

Ascend package for individual managers – $59/month.
Accelerate package for up to five users – $299/month; add more users at $49 each

You can also contact the team to create a custom package on info@risely.me that meets your organization’s needs. Or, start with a free sign up today.

#2 BetterUp – The Most Comprehensive Coaching Platform

Dive into the world of leadership coaching that’s alive and kicking right when you need it. With training software designed to enable business outcomes, BetterUp guides you step by step as you sharpen those all-important leadership skills while moving along the professional ladder. It offers services in multiple modes for individuals and businesses, and within that, it caters to varying needs through BetterUp Manage, BetterUp Care, and BetterUp Lead.

What makes BetterUp stand out?

Although we are putting BetterUp as a leadership training software, that’s not all that it can do. This leadership development software provides life coaching and support from human coaches for all-round development.

Leading organizations globally employ BetterUp to enhance employee performance and supplement growth.

Explore BetterUp Pricing

BetterUp starts with these plans for coaching for individuals:

Intro Plan: Includes one 30-minute coaching session a month with your personal coach, Speciality Coaches, and access to their learning library and assessments.
Plus Plan: Includes two – 30-minute coaching sessions a month with your personal coach or Speciality Coaches as well as access to their learning library and assessments
Premium Plan: Includes four 30-minute sessions a month with a personal coach, or Speciality Coaches

#3 CoachHub – The Digital Coaching Platform

Leadership coaching is one of the most effective ways to facilitate career development. But let’s be real: not every organization can set up coaching relationships internally. You might not have the time, or the leaders might not be interested in coaching. Or worse, coaching abilities could be sub-par for your needs. That’s where CoachHub comes in with personalized coaching solutions. This leadership training software offers access to coaches across key areas, including organizational transformation, DEI, and executive development.

What makes CoachHub stand out as a leadership training software?

This platform doubles up as a leadership coach marketplace where you can find certified coaches for all your organizational needs.

CoachHub is used globally by many multi national organizations to add on to their training and development programs.

Explore CoachHub Pricing

Pricing on CoachHub varies as per feature requirements. You can contact the team for a demo and get started.

#4 LEADx – Scale and Sustain Leadership Development

You might have missed something surprising: as per the Training Magazine, most training budgets are spent on just 38% of people in a company. It happens simply because training everyone is hard and expensive. The question of scale remains hanging on the heads of HR and L&D teams. LEADx solves for this. With AI, this leadership training software incorporates personalization, regular nudges, and many more microlearning formats to train more people across your organization. What’s more, it reduces the common points of friction that stop training prevailing across the team, such as lack of time or sufficient information to create an effective learning program.

What makes LEADx stand out?

As a leadership training software, it offers complete control over designing a manager development system that suits your needs and would garner appreciation from your team.

Many leading names in the consulting and business development industry are actively building with this tool.

Explore LEADx Pricing

LEADx offers affordable annual plans that allow access to all resources for your team. You can contact them to get started.

#5 Torch.io – Stronger leaders, stronger organizations

Think of Apple, and you will be reminded of Steve Jobs quickly. Strong leaders define strong teams and organizations. That’s the motto followed by Torch as well. They focus on empowering leaders to create impactful teams. The idea is to combine human coaching with your company’s existing patterns and build custom solutions. Coaching at the point of need helps eradicate specific challenges that impede performance.

What makes Torch stand out?

Torch tailors coaching to meet the skill development needs of the people on your team, ultimately improving business performance.

Global brands like Reddit, Twitch, and Amgen are enhancing manager performance with Torch and winning big.

Explore Torch Pricing

Plans for Torch start at $200 per year. You can connect with the team to explore more options.

Let’s Compare: Leadership Development Software at a Glance

Leadership Training Software	BetterUp	Risely	CoachHub	LEADx	Torch
Microlearning	✔️	✔️		✔️
In-build Assessments	✔️	✔️	✔️	✔️	✔️
AI Coaching		✔️	✔️
Human Coaching	✔️		✔️	✔️	✔️
Personalized Learning Journeys	✔️	✔️	✔️	✔️	✔️
Toolkits and Activities		✔️
Company Customizations	✔️	✔️			✔️
Integrations	✔️	✔️	✔️		✔️

Evaluating Leadership Training Software: What to Look For?

When you’re checking out software for leadership training, there are a few important things to remember. First, find something that makes learning interactive and immersive; this helps keep your team engaged and build skills. The program should also be able to adjust the learning experience based on what each person needs and is good at. When a program looks good and feels simple to use, people can access their lessons without any fuss. Everything from buttons to pages should be clear, nice-looking, and straightforward. For your team members to really soak up what they’re learning, the software needs fun bits like videos, little tests you can take as you go along, and even pretend scenarios. These things help keep everyone interested and ensure they’re not just passively looking at information but actually using what they learn. Plus, seeing your progress helps a lot; setting goals or getting advice tailored just for you makes a big difference. On top of all that, it’s got to be easy to use – nobody likes struggling with complicated software. And lastly, make sure it can grow with your needs and play nicely with any other systems you might be using across the team.

Read how Risely offers all this (and much more) Becoming The Best Manager: Why AI Co-Pilot Overtakes Manual Solutions?

How to Use Leadership Training Software: A Step-by-Step Guide

You have found the leadership training software that matches your needs. What’s next? Putting in place leadership training software can go smoothly if you stick to a clear set of steps, as we have noted below:

Start by figuring out what your organization needs and aims for

Before picking any software, you need to understand the specific areas and goals related to leadership development that your organization is targeting. You might want to focus on building certain leadership skills, boosting employees’ engagement, or helping your organization succeed. Look at your company’s current leadership capabilities to see where there might be gaps in skills or areas that could use some improvement.

Weigh your options

With those needs in mind, look around for the best fit. Do some digging to find leadership training programs that match your organization’s needs. Think about how the leadership training software is going to help you, how it fits in with the existing practices, whether the cost-benefit ratio is good, whether it would cause a lot of resistance, and so on.

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Getting leadership training software in action

Once you’ve picked one, prepare it for use. Install the chosen software, making sure it works well with the systems you already have and that people can easily access it. Adjust the training materials to perfectly suit what your team or company wants from its leaders. Put together a timeline showing when each part of your leadership program will happen. It includes setting key milestones and deadlines.

Building the right environment with your team

Tell everyone about these new opportunities and why they are there. Spread the word about these leadership training options, highlighting their benefits, which should help get more of your team involved. Lastly, don’t forget to celebrate their journey! Recognizing achievements along the way boosts motivation and shows appreciation for their efforts toward personal growth within your organization. As leadership training software picks pace, use analytics tools and gather feedback regularly to determine whether these efforts are paying off as hoped to foster better leaders within your ranks. Be prepared to tweak things here and there based on the feedback received; this ensures continuous improvement toward achieving effective leader development. Check out how setting up a leadership training software works with a free trial of Risely today. It will take just a few minutes! Start here.

Conclusion

To wrap things up, putting money into top-notch leadership training software can totally change how companies shape their leaders. Through tailored learning paths, instant coaching feedback, and fun game-like activities, these platforms provide a well-rounded way to boost leadership skills. You can use tech smartly to fill in missing skill sets efficiently, track improvements, and build training programs that grow with them. When you start using leadership training software, make sure you have clear goals, get your leaders involved, and tap into everything the software offers. Think carefully about what you pick, adjust it as necessary, and check if the investment pays off by seeing if it meets your company’s needs for growing its leaders

Deeksha Sharma

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Top Leadership Training Companies for US 2024

Leadership is a critical aspect of any organization’s success. The ability to effectively lead and inspire a team is essential for achieving business objectives and driving growth. However, leadership is not an innate skill that everyone possesses. You must continuously develop and refine your team members to make them effective and impactful leaders. That’s where leadership training companies come in. These companies provide comprehensive training and coaching programs that help leaders enhance their skills, improve their leadership effectiveness, and achieve better results.

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Top Leadership Training Companies to Watch

Several leadership training companies stand out for their expertise and track record in delivering high-quality leadership development programs. These companies deeply understand leadership effectiveness and offer valuable insights and solutions to help business leaders like you achieve their full potential. Here are the top leadership training companies to watch:

Innovative Leadership Institute

Focus areas: Differented learning processes The Innovative Leadership Institute is a leading provider of professional development programs and coaching services. They offer customized leadership development solutions for leaders at all levels, from emerging leaders to senior executives. Their programs focus on developing essential leadership skills, enhancing communication and collaboration, and fostering a culture of innovation.

What puts them among the top leadership training companies?

The Innovative Leadership Institute recognizes that different leaders have different needs and styles, and they tailor their solutions accordingly, so you will find multiple engaging learning methods on their site to pick from.

Global Leadership Foundation

Focus areas: Emotional intelligence The Global Leadership Foundation specializes in developing emotional intelligence in leaders. They believe that emotional intelligence is critical to leadership effectiveness and organizational success. Their coaching and training programs help you develop self-awareness, empathy, and practical communication skills. The Global Leadership Foundation provides valuable insights into the role of emotional intelligence in leadership and offers practical strategies for enhancing emotional intelligence in the workplace.

What puts them among the top leadership training companies?

By empowering leaders with emotional intelligence, the Global Leadership Foundation equips you with the tools needed to build strong relationships, inspire your teams, and drive positive change.

Risely

Focus areas: AI-powered personalized coaching Risely is known for creating leadership development experiences that fit you like a glove, combining AI and human expertise. It brings together insights from a wide range of data and curation to create learning journeys that suit the unique needs of every manager. It helps you break free from the rut of typical leadership training that is made for everyone and every circumstance. Instead, focus on the skills that matter to solve your people management challenges. What puts them among the top leadership training companies? Risely offers the value that every manager’s precious journey deserves with hyper-personalized solutions and in-depth progress tracking throughout. It brings learning into the work flow with workspace integrations, an AI coach, and regular nudges.

The Center for Creative Leadership

Focus areas: Innovating leadership The Center for Creative Leadership is renowned for its research-driven approach to leadership development. They offer a wide range of programs and services designed to help you develop the skills and capabilities needed to drive organizational change and achieve better results. The Center for Creative Leadership’s programs are based on the latest research and best practices in leadership development. They provide leaders with new skills, insights, and strategies to navigate the complexities of today’s business environment.

What puts them among the top leadership training companies?

Whether you are looking to enhance your leadership abilities, lead through organizational change, or develop new skills, the Center for Creative Leadership has a program that can meet your needs.

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FranklinCovey

Focus areas: Building healthy habits FranklinCovey is a well-known name in the leadership training industry. It is known for its focus on developing effective habits for success. FranklinCovey’s programs help leaders develop the skills and mindset needed to achieve better results and drive success in their organizations. Their approach is based on the principles of leadership effectiveness and personal accountability. By focusing on developing effective habits, FranklinCovey equips you with the tools to lead teams to success.

What puts them among the top leadership training companies?

FranklinCovey’s focus on building effective habits that translate into solid management and leadership practices enables sustainable development for leaders and managers like you.

Blanchard

Focus areas: Leadership team development Blanchard is known for its expertise in building engaging leadership experiences. They offer a wide range of programs and services that focus on team building, coaching, and meeting the unique needs of organizations. Blanchard’s programs are designed to create engaging and interactive learning experiences that foster leadership development and drive organizational success.

What puts them among the top leadership training companies?

Whether you are looking for team-building activities, coaching services, or customized solutions for your organization’s specific needs, Blanchard has the expertise and resources to help you build a strong and effective leadership culture. From tailoring solutions for every leadership level to empowering emotional intelligence and bridging theory and practice, these companies offer a range of specialized programs and services that cater to the specific needs of leaders and organizations. Their research-driven approach, focus on habits for success, and expertise in leadership development for the digital age are just a few examples of the unique offerings that make these companies must-see in the leadership training industry.

How can you pick from the top leadership training companies for your team?

Leadership training companies employ various methods to measure the improvement in leadership skills and effectiveness of their clients. These methods provide valuable insights into the impact of the training programs and help you gauge the return on investment in leadership training.

Navigating the Selection Process

Navigating the selection process for leadership training companies can be a daunting task. With so many options available, it’s important to carefully consider your organization’s needs and goals before deciding. Here’s a short introduction to the three steps you must take:

Identify needs: Identifying your organization’s needs is the first step in the selection process. Consider your strategic planning objectives, the specific leadership skills you want to develop, and the challenges your organization is facing. This will help you determine the leadership training program that best meets your needs.
Identify limits: Budget considerations are also important when selecting a leadership training company. Determine your budget for leadership development and consider the value that different programs offer in terms of cost.
Evaluate the alternatives: Finally, research the reputation and track record of potential training companies. Look for success stories, testimonials, and case studies that demonstrate the effectiveness of their programs. Consider the expertise and experience of their coaches, the content and structure of their programs, and the level of support and resources they provide.

How do we measure the impact of leadership training companies?

One common approach is the use of pre and post-assessment tools. These tools assess the leadership skills and competencies of your team members before and after participating in the training programs. By comparing the results, you can track your leader’s progress. Continuous feedback mechanisms are another method these leadership training companies use to measure leadership improvement. Through regular feedback sessions, you can collect insights from the participants, enabling your team to make necessary adjustments and monitor growth. Success stories from renowned clients highlight the transformative impact of leadership training programs offered by these companies. These success stories often showcase the development of specific leadership skills, such as executive presence, emotional intelligence, and effective communication. They also highlight the tangible results achieved, such as improved business performance, increased employee engagement, and enhanced organizational culture, which you can use while choosing for your team.

Conclusion

In conclusion, investing in leadership training is crucial for organizational growth and success. The top companies listed provide tailored solutions, emphasize emotional intelligence, bridge theory with practice, and focus on research-driven programs and habits for success. Their unique offerings include customized learning journeys, virtual coaching sessions, peer networks, and proprietary models. By measuring leadership improvement through assessments, feedback mechanisms, and impact studies, these companies have proven success stories with Fortune 500 companies and beyond. Your team can be the next one, start a free trial today.

Deeksha Sharma

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12 Easy To Do Leadership Training Activities

Leadership training activities are an excellent way to enhance leadership skills, promote team building, and improve overall productivity. These activities allow individuals to practice and develop their communication, problem-solving, decision-making, and critical thinking skills in a controlled and supportive environment. This blog will explore 10 easy-to-do leadership training activities that can be implemented in various professional settings. These activities are designed to engage participants, foster teamwork, and enhance leadership skills. Whether you are a team leader or a new leader looking to develop your leadership abilities, these activities offer valuable personal and professional growth opportunities.

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10 Engaging Leadership Training Activities

Leadership training activities are an effective way to develop essential leadership skills and qualities. These activities provide opportunities for individuals to practice and enhance their communication, problem-solving, decision-making, and critical thinking skills. Here are 10 engaging leadership training activities that can be easily implemented in various professional settings:

The Blindfold Game

Skill in focus: Verbal communication, Active Listening The Blindfold Game is a trust-building activity that requires participants to rely on their team members for guidance. It promotes practical communication skills and trust-building among team members.

How do you do the blindfold game of leadership training?

Design an obstacle course with materials available near you in the workspace
Blindfold one of the participants
Assign the task to your team members: They have to navigate with the help of verbal instructions from their team
Discussion round: Talk about good and bad examples of verbal communication you observed

Role Reversal

Skills in Focus: Understanding Different Perspectives Role Reversal is an activity that allows participants to step into the shoes of others and understand different perspectives. It promotes active listening, empathy, and the ability to see things from different angles.

How do role reversals help in leadership training?

In this activity, participants are divided into pairs, each pair given a scenario or a problem to solve. Each person takes turns assuming the role of the leader while the other person takes on the role of a team member. This activity helps participants develop their leadership qualities, improve their active listening skills, and become more empathetic leaders.

The Shipwreck

Skills in focus: Problem Solving, Critical Thinking The Shipwreck activity challenges participants to make decisions under pressure. It promotes critical thinking, problem-solving, and decision-making skills.

How is the shipwreck leadership training activity conducted?

In this activity, participants are presented with a hypothetical scenario where they are stranded on a deserted island after a shipwreck. They must work together to prioritize and make decisions about the limited resources available to them.

Feedback Circle

Skills in focus: Constructive Feedback Skills The Feedback Circle is an activity that focuses on developing constructive feedback skills. It promotes emotional intelligence, effective communication, and the ability to provide feedback in a supportive and constructive manner.

Steps to run a feedback circle leadership training

In this activity, participants sit in a circle and take turns providing feedback to each other based on a specific prompt or question. The Feedback Circle encourages participants to practice giving and receiving feedback, develop their emotional intelligence, and improve their leadership behaviors. This activity is valuable for enhancing leadership skills and fostering a culture of open and constructive communication within a team.

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The Leadership Compass

Skills in focus: Self-awareness The Leadership Compass activity helps participants identify their leadership styles and develop self-awareness. It promotes team building and the understanding of different leadership traits.

How can you run the leadership compass activity?

In this activity, participants complete a leadership style assessment and discuss the results with their team members. They explore the strengths and weaknesses of different leadership styles and how they can adapt their leadership approach to different situations. The Leadership Compass helps participants develop a deeper understanding of their own leadership traits.

The Minefield

Skills in focus: Communication and Trust The Minefield activity focuses on improving communication and trust within a team. It promotes effective communication skills, trust-building, and team bonding.

How to conduct the minefield activity?

This activity is similar to the first blindfold game that we saw above. In this activity, participants are divided into pairs, one blindfolded and the other acting as their guide. The blindfolded participant must navigate through a “minefield” (a designated area with objects) with the help of their guide’s verbal instructions. The Minefield activity encourages your team to communicate effectively, trust their team members, and work together to overcome challenges.

Bridge Building

Skills in focus: Collaboration and Problem-Solving Bridge Building is an activity that focuses on collaboration and problem-solving skills. It promotes teamwork, leadership skills, and effective communication.

How to conduct the bridge-building activity?

Gather some materials of daily use (notepads, pens, cups, etc.) in your workspace
Divide your team into small groups
Assign the task: create a bridge that can support the weight of a specific object or cross a designated gap

The Great Egg Drop

Skills in focus: Creativity and Innovation The Great Egg Drop is an activity that promotes creativity, innovation, and leadership development. It encourages participants to think outside the box and come up with innovative solutions to protect an egg from breaking when dropped from a height. It also promotes teamwork and a sense of camaraderie among participants.

How do we conduct the egg drop activity for leadership training?

Assign common objects from the workplace to your team members
Share the task: design and build a contraption to protect their egg

Scenario Planning

Skills in focus: Strategic Thinking and Planning Scenario Planning is an activity that focuses on strategic thinking and planning. It promotes critical thinking, decision-making, and the ability to anticipate and prepare for future challenges.

How do you do the scenario planning activity?

In this activity, participants are presented with different scenarios or challenges and must work together to develop strategic plans to address them. Scenario Planning encourages participants to think strategically, analyze potential outcomes, and make informed decisions.

Leadership Reflections

Skills in focus: Self-awareness and Personal Growth Leadership Reflections is an activity that focuses on self-awareness and personal growth. It promotes self-reflection, self-improvement, and the development of leadership qualities.

How can you do the leadership reflections activity?

In this activity, participants are given time to reflect on their leadership journey, strengths, weaknesses, and areas for growth. They can engage in journaling, group discussions, or self-assessment exercises on leadership skills to better understand their own leadership qualities. Leadership Reflections activity encourages personal development, fosters self-awareness, and helps new leaders identify areas for improvement and growth.

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Bonus Leadership Training Activities

While the above set consisted of simple and easy to start leadership training activities for your team, those listed below will need you to collect some materials and define the rules pretty clearly before you start:

The Marshmallow Challenge

Skills in focus: Teamwork and Innovation Materials: Spaghetti sticks, marshmallows The Marshmallow Challenge is a popular activity that focuses on teamwork and innovation. It encourages participants to work together, think creatively, and develop strategies to build the tallest tower using only spaghetti, tape, string, and marshmallows.

How does the marshmallow challenge work?

Divide participants into teams of 3-5 members each for this activity. Try to mix up people from different departments or with varied skill sets to encourage diverse perspectives. Present the challenge to the teams. They have a limited time (usually around 18 minutes) to build the tallest free-standing structure and can use only the materials provided (spaghetti). The catch is that the marshmallow must be at the top of the structure and supported by the structure itself, not just balanced on top. Discuss how the skills and insights gained from the challenge can be transferred to real-world situations.

Tower of Babel

Skills in focus: Cross-functional Teamwork, Communication According to the biblical story, people once spoke a single language and decided to build a tower that would reach the heavens to symbolize unity and ambition. God confused their language to thwart their plans, so they could no longer understand each other. As a result, they could not effectively communicate and coordinate their efforts in building the tower. The Tower of Babel effectively simulates the dynamics of a work environment where cross-functional collaboration is key to achieving success, making it an effective leadership training activity for nurturing well-rounded leaders.

How to create the Tower of Babel?

Divide participants into small groups and assign each group a specific role or character from the story (e.g., builders, leaders, God). Ask them to role-play a scenario where they attempt to build the tower, facing the challenges of communication breakdown and cultural differences. Introduce communication challenges similar to those faced in the story. For example, provide instructions in a language unfamiliar to the participants or ask them to complete a task with limited verbal communication. Read more: 5 Easy & Fun Icebreaker Office Games For Teams

Conclusion

In conclusion, leadership training activities are crucial in developing essential skills for effective leadership. By engaging in interactive and engaging exercises like trust-building blindfold games and decision-making scenarios, teams can enhance communication, problem-solving, and collaboration. Incorporating a variety of leadership training activities, from feedback circles to strategic thinking games, can cater to diverse learning styles and maximize leadership potential. Elevate your leadership skills by embracing these activities in structured training sessions and everyday situations to cultivate a continuous growth and development culture.

Deeksha Sharma

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7 Best Leadership Conference Themes & Free Resources [2024]

Leadership conferences are essential for organizations to develop their leaders, foster collaboration, and align their teams toward achieving their goals. As a leader organizing a successful leadership conference requires careful planning and consideration of various factors, starting with selecting the right theme. The conference theme sets the tone and agenda for the event, guiding the choice of speakers, workshops, and networking opportunities. In this blog, we will explore the top 7 leadership conference themes for 2024 that can inspire and motivate your team to reach new heights.

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Choosing the Right Leadership Conference Themes for 2024

Leadership conferences provide a platform for leaders to come together, share ideas, and learn from each other. In 2024, there are several exciting conference themes that can inspire your team and foster leadership development. Choosing the right theme for a leadership conference is crucial because it sets the entire event’s tone, direction, and focus. Here’s why you should think clearly about your leadership conference themes in 2024:

Clarity of Purpose: A well-chosen theme helps clarify the purpose and objectives of the conference, guiding the selection of topics, speakers, and activities. It gives attendees a clear understanding of what to expect and why the conference is relevant.
Engagement and Interest: A compelling theme captures attendees’ attention and generates interest in the conference. It can spark curiosity, excitement, and enthusiasm, encouraging more people to attend and participate in the event.
Relevance to Attendees: The right theme resonates with the interests, needs, and challenges of the target audience. It demonstrates that you understand their audience and are addressing topics that are relevant and meaningful to them.
Consistency and Coherence: A well-chosen theme ensures consistency and coherence in the conference program, content, and messaging. It provides a unifying framework that ties together different sessions, speakers, and activities, creating a cohesive and memorable experience for your attendees.
Differentiation and Branding: A unique and distinctive theme helps differentiate the conference from others in the industry or space. It can strengthen the conference’s brand identity and positioning, making it more memorable and appealing to attendees, sponsors, and partners.

Overall, choosing the right theme for a leadership conference is essential for creating a memorable, impactful, and meaningful experience for attendees. It sets the stage for learning, inspiration, and collaboration, helping to drive positive change and growth in the leadership community.

Top 7 Leadership Conference Themes for 2024

Each theme focuses on different aspects of leadership and can provide valuable insights and strategies for your team. Plus, there’s a free add on that you can use with every idea to create more impact!

Navigating Change: Leadership Agility in the Digital Era

In preparation for the future of work, leaders need to be agile and adaptable to navigate change effectively. This conference theme focuses on developing leadership agility in the face of emerging technologies and digital transformation. This leadership conference theme can include:

how leaders can embrace change
how to leverage new technologies
how to drive innovation within their organizations.

Speakers can share insights on digital strategies, data analytics, artificial intelligence, and cybersecurity. This conference theme can empower your team to stay ahead of the curve and drive growth and success in a rapidly changing business landscape by equipping leaders with the skills and knowledge to navigate change in the digital era. Make it better with Risely: Offer the Free Growth Mindset Toolkit for Leaders as an add-on to enable action on the insights you shared. It includes sample statements, templates, frameworks, and much more curated by experts.

Inclusive Leadership: Fostering Diversity and Empowerment

Inclusive leadership is crucial for creating a diverse and empowering work environment. This conference theme focuses on fostering diversity and inclusion within leadership roles and throughout the organization. It explores:

gender equality
multiculturalism
inclusive leadership practices

Speakers can share their experiences and best practices for creating an inclusive work culture that values and empowers individuals from diverse backgrounds. By embracing inclusive leadership, organizations can tap into the full potential of their teams, drive innovation, and create a more equitable and supportive workplace. This conference theme is relevant for leaders and all team members who aspire to create a more inclusive and diverse work environment. Add more with Risely: Share the Free Active Listening Skill Assessment for Managers with your cohort to enable effective communication practices across the team.

Resilient Leadership: Strategies for Overcoming Adversity

Resilient leadership is essential for navigating through challenging times and overcoming adversity. This conference theme explores strategies for building resilience and managing stress in leadership roles. Speakers can share their experiences and insights on:

mental health
well-being
work-life balance
burnout prevention

By equipping leaders with the tools and techniques to stay resilient in the face of adversity, this conference theme can enhance their ability to lead effectively and support their teams during challenging times. Resilient leadership benefits individual leaders and creates a positive and supportive work environment that fosters employee well-being and engagement. What can you add? Risely’s Free Critical Thinking Skill Assessment for Managers to help leaders fine tune the essentials of effective management.

Innovation Leadership: Cultivating a Culture of Creativity

Innovation is a key driver of success in today’s fast-paced business world. This conference theme focuses on cultivating a culture of creativity and fostering innovation within organizations. It explores

design thinking
creative problem-solving
building an innovation-driven workplace

Speakers can share their insights and best practices for encouraging and supporting innovation at all levels of the organization. By embracing innovation leadership, organizations can stay ahead of the competition, drive growth, and create a workplace that nurtures creativity and encourages employees to think outside the box. This conference theme is particularly relevant for leaders who want to foster a culture of innovation and create a competitive edge for their organization. Risely’s free add-on: Problem-solving Skill Assessment for Managers to get in-depth insights into problem solving skills and challenges of your cohort.

Ethical Leadership: Building Trust and Integrity

Ethical leadership is becoming increasingly important in today’s business landscape. This conference theme focuses on building trust and integrity within leadership roles and organizations. It explores:

corporate social responsibility
ethical decision-making
creating a culture of ethics and integrity

Speakers can share their experiences and best practices for leading with ethics and building trust among team members, customers, and stakeholders. By embracing ethical leadership, organizations can enhance their reputation, attract and retain top talent, and positively impact society. This conference theme is relevant for leaders who want to lead with integrity and ensure that ethics are embedded in their organization’s operations. Add more value with Risely’s Free Decision Making Skills Assessment for Managers that dives deep into sub-skills and enables accurate guidance for your attendees.

Other Interesting Reads

Transformational Leadership: Inspiring Change and Growth

Transformational leadership inspires and motivates teams to achieve their full potential and drive organizational growth. This conference theme focuses on developing transformational leadership skills and strategies. It explores topics such as:

change management
employee engagement
creating a culture of continuous improvement

Speakers can share their insights and experiences on inspiring and leading teams through change, fostering employee engagement, and driving growth. By embracing transformational leadership, organizations can create a positive and empowering work environment, unlock the potential of their teams, and achieve sustainable growth and success. This conference theme is relevant for leaders who want to inspire change, drive innovation, and develop high-performing teams. What can you add here? Risely’s free assessment for managers on collaboration and assessment on confrontation skills to ensure that your managers master both aspects of change management.

Sustainable Leadership: Driving Long-Term Impact

Sustainable leadership involves making decisions and taking actions that have a positive impact not only on the organization but also on society and the environment. This conference theme focuses on driving long-term impact through sustainable leadership practices. It explores

corporate sustainability
environmental stewardship
social responsibility.

Speakers can share their experiences and best practices for integrating sustainability into leadership roles and creating a positive impact. By embracing sustainable leadership, organizations can contribute to a better future and drive financial success and long-term value. This conference theme is relevant for leaders who want to make a positive difference and create a sustainable and socially responsible organization. Free resource: Social change is important, yet hard to negotiate with stakeholders. Sharpen the persuasive communication of your managers with Risely’s Free Persuasion Skills Assessment for Managers. Read more: 5 Easy & Fun Icebreaker Office Games For Teams

Conclusion

In conclusion, selecting a suitable leadership conference theme is crucial for engaging your team and driving meaningful discussions. Embrace the power of change, diversity, resilience, innovation, ethics, transformation, and sustainability in crafting a successful event. Engage your audience with captivating speakers, interactive sessions, networking opportunities, and post-conference follow-ups. Measure the impact through feedback and analytics to plan future conferences effectively. Maximizing engagement and ROI ensures that your leadership conference leaves a lasting impression on participants and contributes to their personal and professional growth.

Deeksha Sharma

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The Best Assertiveness Coaches To Transform The Way You Interact

Effective communication is paramount in the dynamic world of business and leadership. Yet, finding the balance between being passive and aggressive can be challenging. Assertiveness offers a powerful middle ground, enabling you to communicate their needs, set boundaries, and drive positive outcomes confidently and respectfully. In this blog, we take you through assertiveness coaching and spotlight some remarkable coaches who empower individuals to develop assertiveness skills. From renowned authors to experienced practitioners, these coaches offer tailored guidance and practical techniques to help entrepreneurs and leaders like you assert themselves confidently in both personal and professional spheres.

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The Best Assertiveness Coaches To Transform The Way You Interact
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Understanding Assertiveness

Assertiveness is a fundamental skill for entrepreneurs and leaders. It enables you to communicate effectively, set boundaries, and confidently navigate challenging situations. Unlike aggression, which involves imposing one’s will on others, or passivity, which involves avoiding conflict and yielding to others’ demands, assertiveness strikes a balance between standing up for one’s rights and respecting others’ rights. Understanding the importance of assertiveness involves recognizing its role in fostering healthy relationships, promoting collaboration, and enhancing leadership effectiveness. Assertive individuals can better express their needs, opinions, and preferences clearly and respectfully, leading to improved communication, problem-solving, and decision-making in both personal and professional contexts. By developing assertiveness skills, you can create a culture of open communication, mutual respect, and accountability within their organizations, leading to greater trust, engagement, and performance among team members.

Read more: The difference between assertiveness and aggressiveness!

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Benefits of Assertiveness Coaching

Assertiveness coaching offers numerous benefits for managers seeking to enhance their assertiveness skills and leadership effectiveness. One primary advantage is the opportunity for personalized guidance and support. Coaches work closely with you to assess their assertive communication styles, identify areas for improvement, and develop strategies for assertive behavior. Additionally, assertiveness coaching can help new managers overcome common barriers to assertiveness, such as fear of conflict, lack of self-confidence, or difficulty setting boundaries. Coaches provide practical techniques and exercises to help clients build confidence, assertive communication skills, and resilience in facing challenges. Through the coaching process, entrepreneurs and leaders can better understand their communication patterns and interpersonal dynamics. This enables them to navigate difficult conversations, negotiate effectively, and lead authentically and honestly.

Top Assertiveness Coaches

Now, let’s delve into the profiles of the top 10 assertiveness coaches who have earned recognition for their expertise and impact in assertiveness coaching. Each of these coaches brings a unique blend of experience, insights, and methodologies to help you develop assertive communication skills, strengthen relationships, and drive positive change. From renowned authors and speakers to experienced consultants and trainers, these coaches have distinguished themselves through their commitment to excellence and ability to inspire transformational change in their clients’ assertiveness and leadership capabilities.

Amy Morin

Amy Morin is a licensed clinical social worker, psychotherapist, and bestselling author known for her expertise in mental strength and assertiveness. She has written several books on resilience, self-confidence, and assertiveness, including “13 Things Mentally Strong People Don’t Do” and “13 Things Mentally Strong Women Don’t Do.” Amy Morin offers coaching and workshops to help you build assertiveness, set boundaries, and overcome self-doubt. She draws on her background in psychotherapy and mental strength training to help managers develop assertive communication skills and navigate challenging situations with confidence and resilience.

Patrick King

Patrick King is a social interaction specialist, bestselling author, and coach specializing in assertiveness training, communication skills, and confidence-building. He has written numerous books on communication, persuasion, and personal development, including “Improve Your People Skills” and “The Art of Everyday Assertiveness.” Patrick King offers personalized coaching programs and online courses to help managers assert themselves effectively in various situations. He provides practical strategies and techniques for building assertiveness skills, setting boundaries, and expressing needs and preferences assertively in both personal and professional contexts.

Sharon Martin

Sharon Martin is a licensed clinical social worker, psychotherapist, and coach specializing in assertiveness training, boundary-setting, and self-empowerment. She is the author of “The CBT Workbook for Perfectionism” and “Setting Boundaries Without Guilt.” Sharon Martin offers individual coaching sessions and online courses to help leaders assert themselves confidently and authentically. She provides practical tools and exercises for developing assertiveness skills, setting boundaries, and communicating effectively in relationships and professional settings.

Dan O’Connor

Dan O’Connor is a communication skills trainer and coach specializing in assertiveness training, conflict resolution, and emotional intelligence. He founded Dan O’Connor Training, where he offers online courses, workshops, and coaching sessions on assertive communication and interpersonal skills. Dan O’Connor provides practical strategies and techniques for assertively communicating and handling difficult situations confidently. He offers interactive training programs and coaching sessions to help managers assert themselves effectively in various personal and professional contexts.

Dr. Aziz Gazipura

Dr. Aziz Gazipura is a clinical psychologist, confidence coach, and bestselling author known for his work on assertiveness, social confidence, and self-esteem. He is the author of “Not Nice: Stop People Pleasing, Staying Silent, & Feeling Guilty… And Start Speaking Up, Saying No, Asking Boldly, And Unapologetically Being Yourself.” Dr. Aziz Gazipura offers coaching programs, workshops, and online courses aimed at helping leaders and managers like you develop assertiveness skills, build confidence, and overcome social anxiety. He provides practical tools and strategies for asserting oneself confidently in social situations, setting boundaries, and expressing needs and preferences assertively.

Nina Rubin

Nina Rubin is a life coach and relationship expert specializing in assertiveness training, boundary-setting, and self-empowerment. She founded AfterDefeat, offering coaching services, workshops, and resources for managers seeking to improve their assertiveness and communication skills. Nina Rubin offers personalized coaching sessions and group workshops focused on helping you assert yourself confidently and authentically. She provides practical guidance and support for setting boundaries, communicating assertively in relationships, and achieving personal and professional goals.

Dr. Judith Orloff

Dr. Judith Orloff is a psychiatrist, empath, and bestselling author known for her work in assertiveness, intuition, and emotional wellness. She authorizes several books, including “The Empath’s Survival Guide” and “Emotional Freedom.” Dr. Judith Orloff offers coaching programs, workshops, and online courses to help managers develop assertiveness skills, set boundaries, and communicate effectively in relationships. She provides practical strategies and techniques for asserting oneself confidently while maintaining empathy and compassion for others. Learn more about developing assertive communication skills at work with our detailed guide on assertive communication training for managers.

Assertiveness training books

“The Assertiveness Workbook: How to Express Your Ideas and Stand Up for Yourself at Work and in Relationships” by Randy J. Paterson– This workbook provides practical exercises and techniques for developing assertiveness skills in various areas of life, including the workplace. It covers setting boundaries, handling criticism, and negotiating effectively.
“Your Perfect Right: Assertiveness and Equality in Your Life and Relationships” by Robert E. Alberti and Michael L. Emmons – This classic guide to assertiveness offers practical advice and strategies for asserting oneself confidently and respectfully in interpersonal relationships, including professional settings. It covers topics such as assertive communication, conflict resolution, and self-esteem.
“Assertiveness: How to Stand Up for Yourself and Still Win the Respect of Others” by Judy Murphy– This book provides practical tips and techniques for developing assertiveness skills in the workplace. It offers insights into assertive communication, body language, and overcoming common barriers to assertiveness.
“The Assertiveness Guide for Women: How to Communicate Your Needs, Set Healthy Boundaries, and Transform Your Relationships” by Julie de Azevedo Hanks– This book specifically addresses assertiveness issues faced by women in the workplace and offers practical strategies for overcoming challenges and asserting oneself confidently. It covers topics such as assertive communication, self-care, and setting boundaries.
“When I Say No, I Feel Guilty” by Manuel J. Smith – This classic self-help book offers you practical techniques for developing assertiveness skills and overcoming guilt and anxiety associated with setting boundaries and saying no. It provides step-by-step guidance for asserting oneself confidently in various situations, including the workplace.

Conclusion

As we conclude our exploration of assertiveness coaching, it’s clear that mastering this skill is indispensable for leaders and managers like you navigating the complexities of today’s business landscape. It is an essential quality that is required to be a great manager for your team and the organization. Through the expertise and support of assertiveness coaches, individuals can unlock their potential to communicate assertively, set boundaries, and foster healthier, more productive relationships. Whether seeking to enhance leadership effectiveness, improve team dynamics, or cultivate a more empowering organizational culture, assertiveness coaching offers invaluable tools for success in the ever-evolving world of business and leadership. If you still feel confused about how and where to start. Risely is your answer. Risely helps by providing you personalized learning journey for skills like assertive communication, active listening, etc 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.

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10 Best Strategic Thinking Coaches to Speed Up Your Growth

In the fast-paced and ever-evolving business landscape, strategic thinking has become more than just a desirable trait; it’s a critical competency for success. As leaders strive to navigate through uncertainty, competition, and disruption, the ability to think strategically and make informed decisions has emerged as a defining factor in driving organizational growth and resilience. However, mastering strategic thinking can be a challenging feat. It requires a combination of vision, analysis, creativity, and execution—a skill set that can be honed and developed by experienced mentors and coaches. In this blog, we explore the realm of strategic thinking coaching and introduce you to leading experts who specialize in helping individuals and organizations unlock their strategic potential. From renowned professors and authors to seasoned consultants and thought leaders, these strategic thinking coaches bring a wealth of experience, insights, and methodologies. Through personalized guidance, practical frameworks, and proven strategies, entrepreneurs and leaders can think more critically, plan more effectively, and lead with greater confidence in an increasingly complex and uncertain world.

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Understanding Strategic Thinking

Strategic thinking is not just about making plans; it’s about envisioning the future and devising a path to get there. It involves analyzing current affairs, anticipating potential challenges and opportunities, and crafting innovative strategies to achieve long-term goals. Unlike tactical thinking, which focuses on short-term actions and immediate solutions, strategic thinking takes a broader view, considering the bigger picture and the implications of decisions over time. Strategic thinking is essential for navigating the complexities of today’s competitive landscape in business leadership. Leaders who possess strong strategic thinking skills are better equipped to steer their organizations toward success by identifying market trends, foreseeing industry disruptions, and adapting their strategies accordingly. They are visionaries who can inspire and align their teams toward a common purpose, driving innovation and sustainable growth.

Why do you need Strategic Leadership Coaching?

Strategic leadership coaching offers numerous benefits for entrepreneurs and executives seeking to enhance their strategic thinking capabilities. Through one-on-one sessions with a qualified coach, individuals can gain valuable insights into their strengths and weaknesses as strategic thinkers. Coaches provide personalized guidance and feedback, helping you identify blind spots and develop strategies to overcome obstacles. Moreover, strategic leadership coaching empowers leaders to adopt a proactive mindset to anticipate future challenges and capitalize on emerging opportunities. By honing their strategic thinking skills, executives can make more informed decisions, allocate resources effectively, and confidently navigate uncertainty. Additionally, coaching fosters a culture of continuous learning and growth within organizations, positioning them for long-term success in a rapidly evolving business environment. Read more examples here: 8 Strategic Thinking Examples to Help You Succeed

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How to Select a Strategic Thinking Coach?

Choosing the right strategic thinking coach is crucial for maximizing the benefits of coaching. When evaluating potential coaches, entrepreneurs and leaders should consider several key criteria:

Experience: Look for a coach with a proven track record of success in strategic leadership development. Ideally, the coach should have experience working with clients in similar industries or contexts.
Qualifications: Verify that the coach possesses relevant certifications or credentials in coaching and leadership development. A background in psychology, organizational behavior, or business management can also be advantageous.
Approach: Assess the coach’s coaching style and methodologies to ensure compatibility with your learning preferences and goals. Some coaches may employ a more directive approach, while others may focus on facilitating self-discovery and reflection.
References: Request references or testimonials from past clients to gauge the coach’s effectiveness and impact. Feedback from others who have worked with the coach can provide valuable insights into their coaching process and outcomes.
Alignment: Seek a coach who shares your values and understands your organizational context. A coach who aligns with your vision and objectives will be better equipped to support your growth and development as a strategic leader.

By carefully considering these criteria, entrepreneurs and leaders can select a strategic thinking coach who is well-equipped to help them achieve their goals and aspirations. Follow the link to know more about how Managers can make or break company growth.

Top 10 Strategic Thinking Coaches

Now, let’s delve into the profiles of the top 10 strategic thinking coaches who have earned recognition for their expertise and impact in leadership development. Each of these coaches brings a unique blend of experience, insights, and methodologies to help you unlock their full potential as strategic thinkers. From seasoned veterans to rising stars, these strategic thinking coaches have distinguished themselves through their commitment to excellence and ability to inspire transformational change in their clients.

Dr. Richard Rumelt

Dr. Richard Rumelt is a renowned strategist and author known for his work on strategic management. He is a UCLA Anderson School of Management professor and has advised numerous Fortune 500 companies on strategic issues. Dr. Rumelt’s approach to strategic thinking emphasizes clarity of goals, alignment of resources, and identifying key leverage points. He is known for his book “Good Strategy Bad Strategy,” which outlines the principles of effective strategic thinking.

Dr. Betty Sue Flowers

Dr. Betty Sue Flowers is an executive coach, leadership consultant, and former Lyndon B. Johnson Library and Museum director. She has extensive experience in strategic planning and organizational development and specializes in helping leaders develop a holistic understanding of their organizations and the broader context in which they operate. She encourages you to think creatively and systemically to uncover innovative strategic solutions.

Dr. Roger L. Martin

Dr. Roger L. Martin is a professor and former dean of the Rotman School of Management at the University of Toronto. He is a leading expert on integrative thinking and has written extensively on strategy. Dr. Martin’s approach to strategic thinking revolves around integrative thinking, which involves synthesizing opposing ideas to generate creative solutions. He encourages leaders to embrace complexity and uncertainty as opportunities for innovation.

Dr. Rita McGrath

Dr. Rita McGrath is a professor at Columbia Business School and a globally recognized expert on strategy and innovation. She is known for her research on strategic inflection points and dynamic competition. Dr. McGrath’s approach to strategic thinking focuses on agility and adaptability in the face of rapid change. She helps leaders anticipate industry shifts, identify emerging opportunities, and pivot their strategies accordingly.

Dr. Gary Hamel

Dr. Gary Hamel is a management consultant, author, and professor at the London Business School. He is a leading proponent of management innovation and has written extensively on strategic renewal. Dr. Hamel’s approach to strategic thinking emphasizes challenging conventional wisdom and embracing disruptive change. He encourages leaders to cultivate a culture of experimentation and continuous learning.

Dr. Vijay Govindarajan

Dr. Vijay Govindarajan is a professor at Dartmouth College’s Tuck School of Business and a leading expert on strategy and innovation. He is known for his research on reverse innovation and the three-box framework for managing innovation. Dr. Govindarajan’s approach to strategic thinking focuses on balancing today’s business demands with tomorrow’s growth imperatives. He helps leaders develop a systematic approach to innovation and strategic renewal.

Dr. W. Chan Kim & Dr. Renée Mauborgne

Dr. W. Chan Kim and Dr. Renée Mauborgne are professors at INSEAD and co-directors of the INSEAD Blue Ocean Strategy Institute. They are best known for their groundbreaking work on blue ocean strategy, which involves creating uncontested market space. Drs. Kim and Mauborgne’s approach to strategic thinking challenges conventional wisdom about competition and value creation. They help leaders identify untapped market opportunities and develop innovative strategies to capture them.

Dr. Robert S. Kaplan & Dr. David P. Norton

Dr. Robert S. Kaplan and Dr. David P. Norton are professors at Harvard Business School and co-founders of the Balanced Scorecard Institute. They are best known for their work on the balanced scorecard framework for strategic performance management. Drs. Kaplan and Norton emphasize the importance of aligning strategic objectives with key performance indicators. They help leaders develop a comprehensive framework for measuring and managing strategic success.

Dr. Margaret Wheatley

Dr. Margaret Wheatley is a leadership consultant, speaker, and author known for her work on organizational change and systems thinking. She founded the Berkana Institute, a nonprofit organization that fosters leadership for transformational change. Dr. Wheatley’s approach to strategic thinking emphasizes the interconnectedness of individuals, organizations, and systems. She helps leaders cultivate a deeper understanding of complex adaptive systems and develop strategies for fostering resilience and innovation.

Dr. Amy C. Edmondson

Dr. Amy C. Edmondson is a professor at Harvard Business School and a leading expert on team dynamics and organizational learning. She is known for researching psychological safety and its impact on team performance and innovation. Dr. Edmondson’s approach to strategic thinking focuses on creating a culture of psychological safety where you feel comfortable taking risks and challenging the status quo. She helps leaders build high-performing teams capable of adapting to change and driving strategic innovation.

Conclusion

As we conclude our exploration of strategic thinking coaching, one thing becomes abundantly clear: investing in the development of strategic thinking skills is an investment in your organization’s future success. Whether you’re a seasoned executive looking to sharpen your strategic acumen or an aspiring entrepreneur seeking to chart a course for your venture’s growth, the guidance and support of a strategic thinking coach can make all the difference. Working with one of the ten experts highlighted in this blog or exploring the broader landscape of strategic thinking coaching can help you gain invaluable insights, overcome challenges, and seize opportunities with greater clarity and conviction. Remember, strategic thinking is not just about making plans; it’s about envisioning possibilities, anticipating challenges, and shaping your organization’s future. With the right guidance and mindset, you can elevate your leadership, drive innovation, and achieve sustainable success in today’s dynamic business environment. If you still feel confused about how and where to start. Risely is your answer. Risely helps by providing you personalized learning journey for skills like strategic thinking 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.

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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