Leadership Development Training

Leadership Development Training Program Process

Step 1 - Management Prioritisation

In an interview, Globibo will assess the objectives and priorities of the management team that plan the leadership development program. Based on the information that is gathered, the overall program will be customised and the stakeholder survey adjusted.

Step 2 - Stakeholder Survey

The stakeholder survey will provide quantitative and qualitative input with regard to the strength and weakness of the current leadership approach. Based on the results, the overall program will be fine-tuned.

Step 3 - Management Alignment

Once the survey results are consolidated, Globibo will discuss with the management how to align current priorities and the company’s objectives with the training approach.

Step 4 - Execute 6 GALTA

The Leadership Development Program is based on the GALTA approach. The six stages of GALTA are: inspiration, preparation, transition, practise, feedback and review. Based on what occurs during the GALTA process, each participant will be asked to formulate an action plan to follow up in the subsequent weeks and month. This action plan will be monitored from the client and / or Globibo.

Step 5 - Iterations

The standard Globibo Leadership Development Approach consists of 2 iterations. The 2nd iteration allows the reflection on what has been applied as well as the impact of changed behaviour. Based on the experience the program will focus on further improving the leadership skill-set in a simulator based workshop and determine action to follow up.

Step 6 - Structured Leadership Training Follow-up

Based on the Leadership Development workshops, the trainer will schedule a follow-up session with the participants to determine whether they are able to apply what they have learned in the workshop to their daily office routines.

Leadership Development Training Program Agenda

The leadership approach focuses on eight components of Leadership: Image and Representation, Planning and Strategy, Problem and Change Management, Decision Making, Listening & Communication, Coaching, Delegation and Motivation.

Leadership Training

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1. Image and Representation

The Self-image and how the leader is perceived from the organization is an important component of leadership. Actively managing the image of the leader hugely contributes on how decisions are perceived and communication is accepted. All leadership action influence the image, and the image influences all leadership action. Being able to reflect on the own image and actively improve it is therefore a key leadership skill.

2. Planning and Strategy

Formulating a strategy and deriving a solid action plan is important in any leadership function. Developing a strategy means to connect vision and mission as well as clearly defined objectives with a consistent action plan. The quality of this action plan is determined by the right balance of ambition and realities of the current environment.

3. Problem & Change Management

Managing change and transforming your organisation is another important element in our leadership approach. Helping a smaller or larger team through change means anticipating their concerns and addressing them in the right manner. Furthermore the program addresses how to manage more complex and urgent problems. Problems as such are defined that they can not be solved without compromising other objectives or values. How to handle such situations is another key function of successful leadership.

4. Decision Making

Decision Making remains a key challenge of organizations and leadership teams. Often the perceived effectiveness of decision making hugely differs from the real impact of day to day decisioning. Understanding how to make clear decisions that prevail and are understood throughout the organisation are as important as aspects of inclusion, communication and how to manage wrong decisions.

5. Listening and Communication

Listening and Communication Skills are probably the most important leadership skill. Verbal or nonverbal communication requires training and reflection during the training as well as day to day management. The leader must learn how to appreciate other opinions and feedback. Furthermore effective leaders have to learn how to communicate striking the right balance between visionary inspiration and objective moderator.

6. Coaching

Coaching is the most important tool to improve the performance of team the leader is part of. With small incremental improvements of all team members the leader can influence the entire organization significantly. On the other hand coaching has a huge array of challenges and requires training as much as practice.

7. Delegation

Delegation is again a necessary function of successful leadership. Without leveraging the diverse skill set and available time in the team it will remain impossible to pursue strategically important functions. In order for management to delegate any task effectively, it is very important to have trust in the own organization. Furthermore the team members have to trust in the relevance of tasks given from a supervisor. Successful delegation does not just resolve time constraint but is a huge opportunity for motivation and skill development.

8. Motivation

The leader must find ways and means to motivate the team to create the right environment of creativity and productivity. Motivation of a single team members is significantly different than motivating an entire team. Within the development program the leader can practice and finetune the right methods, tools and communication in different situations.