Selecting the Best Candidates
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Selecting the Best Candidates for Leadership Training and Development

It's very disheartening to send employees to leadership training and development events only to learn that they return without any new ideas or improvements to business processes. Selecting the right candidates for training can make the leadership training much more effective.

Every company has a few employees who are innovative and always seeking new and better ways to accomplish tasks.

These employees are great candidates for leadership training and development opportunities. Almost any training at any level will benefit this type of employee greatly. These employees will usually return and share what they learned with others in the company freely and with great enthusiasm.

If you have employees that have been selected to enter leadership positions in the near future, you'll want to provide opportunities for leadership training and development to these employees.

The transition from the "ranks" into a leadership or management position can be difficult unless the employee is prepared in advance.

Obviously, an employee who has been identified as a future leader is already a high achiever and training dollars will be well-spent by developing this type of employee further.

New employees are also good candidates for leadership training and development. Whether you realize it or not, almost every employee in any organization leads some process or task.

y providing new employees with training opportunities, you can quickly learn whether these employees will become the "go getters" or simply workaday employees.

Employees and leaders that work well as members of a team can often improve significantly by being provided leadership team building training and development.

Those employees who work alone and refuse to be team members will seldom benefit from this training.

By creating a training needs assessment process, you can identify candidate for training based on strengths that can be enhanced and new skills that can be learned. If an employee sincerely wants the training and development opportunities, the result will be measurable process improvements and enhancements.

Do not select employees for leadership training and development because you think they need to be fixed.

If there is a problem with an employee, that problem should be addressed one-on-one between the employee and their leader. Training dollars will very seldom fix a problem employee and can, in fact, disrupt training for other attendees.

Copyright © 2005 by Bill Roche.  All rights reserved.  All material on this site (www.TopResults.com) is protected by U.S. Federal Copyright law. It may not be reprinted in any form, or hosted on any Web site, without explicit permission.

 

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