Leadership Development Training Programs For Hybrid Workplaces

Why is leadership development so important?

Former US Navy SEALs and Leadership Consultants Jocko Willink and Leif Babin, in their book Extreme ownership, explain that there are no bad teams, only bad leaders. They write: “Leadership is the single biggest factor in any team’s performance. Whether a team succeeds or fails is entirely up to the leader. The leader drives performance – or does not.”

But good leadership does not come by chance. It is a skill and competence that should be developed like any other crucial to success skills on the job. In today’s competitive and constantly evolving corporate markets, targeted management is more important than ever. In fact, the hybrid work model requires additional and different management competencies, some of which are different from traditional work management models.

The current hybrid work model presents two main challenges for traditional leadership development training programs:

  • First, traditional models take advantage of classroom face-to-face interactions, coaching, and mentoring schemes, but they rely on frequent face-to-face training that lacks the agility and sustainability required in today’s volatile world and hybrid workplace.
  • Second, traditional programs do not take into account modern diversity in thinking, experience, and accessibility.

A hybrid leadership development program can successfully meet the changing demands and is beneficial in several ways. It accommodates a more diverse audience group. This diversity includes employees who can now be working mothers, teleworkers, people with care responsibilities or people with disabilities. Traditionally, people facing these challenges have been excluded from leadership programs, but in a hybrid workplace and leadership development model, these challenges can be overcome.

Leadership development training programs can harness the power of asynchronous elements. In larger organizations, this may include people in different office locations and remote employees to create a richer and more diverse experience for the organization. Hybrid models provide several options for laboratories, simulations and individual consumption and evaluation of the learning content. Labs, for example, can be conducted by cohorts regardless of the time zone.

Participants can collaborate asynchronously or using video conferencing and work through simulated scenarios to develop plans and implementation strategies. Finally, a hybrid education model for leadership development will drive innovation and creativity. Good management develops talent, encourages experimentation and iteration and leads to innovative ideas and products.

What should be the key results of leadership development training in a hybrid workplace?

There are several results for any leadership development program. Among them, consider the following as valuable goals in a hybrid workplace:

  1. The ability to create a strong leadership pipeline by developing core leadership competencies that are important to a healthy organizational culture in aspiring leaders.
  2. Development of skilled leaders who improve team performance, including project speed and output, and employee experience by reducing stress, creating opportunities for growth and developing a more inclusive workforce.
  3. Increase and increase employee engagement. Employees who rate their employer, or potential employer, as one of the most valued business components demonstrate the organization’s commitment to employee development.
  4. Increased business performance due to the adaptation of leadership development programs to the organization’s needs, strategies and tactics.

How To Make Leadership Development Training Successful In The Hybrid Workplace

A successful leadership development training program that works in the hybrid workplace depends on a few things. First, develop an assessment plan for the leadership development training program. This should not be an afterthought, but instead it should drive the development of the program. Identify the key performance indicators used to evaluate the success rate of the program, as they are heavily dependent on objective objectives such as speeds of change, the number of implemented innovative ideas and plans and increased revenue.

A program of this nature must be actively supported and sponsored by the Executive Board. Without the support of the C-Suite, it is almost impossible for a program to gain traction and maintain momentum. Live sessions, usually facilitated virtually, should be performed by members of the C-suite as often as possible. This will challenge aspiring leaders and help them understand the past successes of their company.

Under the leadership of the C-Suite, a leadership development program in the hybrid workplace should consider and adapt to the company’s goals, strategies and tactics. It should facilitate learning that develops competencies that enable current or aspiring leaders to have greater success in meeting current and future challenges in their industry. Also, make sure that the leadership development training program creates positive employee experiences. This generates a sense of belonging and helps individuals to feel valued by the organization. It increases purpose and employee engagement.

As with any change management or process improvement process, use an agile mindset where you frequently and consistently evaluate the program while making adjustments for improvement and trying out step-by-step experiments. Ensure an honest evaluation of these changes to determine if they should be continued or abandoned. Incorporates leadership competencies specific to a hybrid work model, including a work-from-where mindset. It is no longer true that work can and should only be done in an office. Many knowledge workers can work anywhere if they have a decent internet connection.

It is crucial to ask this question: Does your leadership development education address the aspects mentioned above?

What strategies are important for leadership development training programs in the hybrid workplace?

Due to the nature of a hybrid workplace model, it is important to consider new and innovative approaches to education, including:

  • A robust coaching, mentoring and mentoring program, including healthy feedback loops.
  • Experiential learning and simulations, where participants can generate ideas and implement them in simulated environments or low-risk environments [1].
  • Train skills by creating safe practice zones. Participants must be able to practice, fail and repeat.
  • Personal learning opportunities that allow participants to choose from a few customized learning paths according to their individual needs and desires.
  • Micro-learning, providing learning objects when and where the learner needs them [2]. These can be particularly effective on the job, allowing participants to apply and practice what they are learning.

Farewell thoughts

Leadership sets the direction, tone, and culture of organizations. Unhealthy and weak leadership can immerse itself in bureaucracy and internal politics. Healthy, goal-oriented management, on the other hand, can create a culture of learning, creativity and innovation. Adapting traditional leadership development training programs to meet the hybrid workplace will ensure business success, now and in the future.

I hope the strategies shared in this article give you the necessary signals to make your leadership training successful in the hybrid workplace. In the meantime, if you have any specific questions, please contact me or leave a comment below.

References:

[1] 8 strategies for integrating experiential learning into on-the-job training programs

[2] 3 micro-learning strategies to promote learning in the workflow

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