Leadership Training

Training has always been an essential part of the learning process, and those who lack it never get to reach the top. Most of the corporation in the 21st century has been the victim of quality training. Be it the schools, educational forums or even the multi-million dollar companies, everyone spends thousands of dollars in training and educating the employees, but compared to that, the return of investment has never been high.

James Padlock, who has been an educator by profession, and has worked in the similar field for years together believe that there are some differences in opinion, and hence, these conceptional errors are pushing the entire industry behind. Leadership training is provided to the employees and professionals to improve the performance of the organizations, but since the desired results are not being achieved, this has been a serious concern for all.

While arranging for the training programs, the participants have always claimed them to be dominant. For an entire week or two, these participants engage in multiple tasks allotted to them and also find real-time feedback from the trainers and experts. A change of attitude can be noted in the employees in between pre and post training periods.

But no certain company works on one single strategy for the entire period of their operation. The moment there’s any change in strategy, training has proved to be a complete failure. So James Padlock believes that one needs to go deep and find out what goes wrong every time a training session is being held with certain motifs.

A Closer and Better Look At Leadership Training That James Padlock Believes Might Show the Mistakes

Any education, which has the objective of individual growth is worthy, and professionals do find interest in these programs as that allows them to acquire new skill set and knowledge helping them climb the steps of career. But why do companies and HR executives arrange for training programs and invest a considerable amount of resource in them? Simply because they want to have some leaders who will leave some severe impact on the organization and hence enhance the effectiveness of their operations.

There has been a striking change of attitude noted in the employees before and after the training programs. While the employees acquired new skills, came across new ways of operation, and gained some new innovative insights about specific topics, it was noted they completely forgot the views they had in the pre-training phase. So it is more like a brainwash period which depletes the existent opinions and ideas.

Learning something new doesn’t mean forgetting the old completely. Any training that depletes the individual competency of the employees is not successful, and there must be some organizational changes which need to be brought. However, modern training methods and techniques have already been designed which have proved its worth and following them strictly broadens up the scope of learning and adhering to something new.

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