Leadership: it’s very difficult to define ,never mind develop. Yet we all know how much difference effective leadership can make. What is more, we can usually observe good leadership in practice. It holds out such promise that it will always be an enticing area for developers. These days though, when training spend is constrained, a belief in the benefits of leadership development is not enough. We need to be able to demonstrate those benefits clearly to the business.
Join our next EvaluationZone workshop at 16.00 (BST/GMT+1) on Friday 5th July 2002 and discuss your leadership challenges, at
https://www.trainingzone.co.uk/restricted/evaluationzone/interact/onlineevents/
Part of the answer may be in using some simple evaluation techniques, both qualitative as well as quantitative. But maybe another key part of the answer is how we phrase and frame the leadership development questions we ask? What do we expect leaders to do, what performance indicators will tell us they are achieving what they are supposed to achieve?
Here are the sorts of issues we can discuss during the workshop: -
- Is leadership about something innate or can we really influence it?
- How can I define leadership both qualitatively and quantitatively?
- How do I gauge whether leadership has improved?
- What difference would better leadership mean for my organisation?
- How do I get senior people to admit they need to work on their leadership skills?
- How do I get real commitment for my leadership programmes?
Share ideas and find simple answers to these and many other issues. Subscribe now to EvaluationZone and join us online on Friday 5th July at 1300 hours (BST/GMT+1).
