“Mike, in our company we are smart and well educated and some people will feel that this touchy feely stuff is of no use. How do you involve those people into the program? How do you get them to participate?”
In large groups of people, everyone participates in my programs.
One key component of high level leadership is the ability to put together this team with the right range and balance of skill, while ensuring that the structure and skill sets that people contain are being properly utilized.
To develop the right range and balance of skills people and teams need both skill based and people based training combined with the ability to display their;
Potential capability
Values and commitment
Skilled knowledge.
If you dislike theory, and seek only “Practical action,” that is unfortunate.
Experiential learning, team building, active learning simulations whatever you call them are only effective when people can talk and build skills to increase organizational and personal efficacy and skills.
Understanding of time frame and skill capabilities of people within an organization is necessary for leadership. Once leaders comprehend the various Stratums of training & development within the time frames, a greater match of person to accountabilities is established.
Jason Seiden is this month’s host, over at his Fail Spectacularly blog. Follow this link to radiate in some leadership awesomeness.
Key Principle
Team leaders ensure that the work gets done, it is not their responsibility to actually do all the project work. The main reason for having a project team is that each member brings something important to the project, so the work can be divided among contributing members.
We spent a little over 4 hours together, here are some of the things that were accomplished;
Have Fun!
Knowledge of personal leadership & leadership styles of others + how that affects the MVCAA culture.
Develop a process to strengthen communication within and between departments
Develop a process to strengthen collaboration (information sharing, best practices) within and between departments.
Respect for the experience, diversity and talents of team members and departments
Develop an action plan to transfer ideas and skills gained from program into existing MVCAA Culture.
Providing the leadership team with skills, tools, and facilitation that will allow them to find strengths within themselves, their department, other departments and the organization.
While exploring these strengths discussions and process development of existing customer and stakeholder interactions will evolve and create increased staff and customer satisfaction and retention.
Let this serve as a lesson to all instructor, teachers, and trainers…A great instructional design engages peoples senses and thoughts in many, many ways.
Making the already known and explored, new fresh and exciting!