Tag Archive: training

Education Leaders

For the majority of Russian companies' training today is of great importance. In today's market you must have the qualifications, knowledge and skills. Get more background information with materials from Click here. Since then, that success could to work yesterday, today, loses its effectiveness or even longer to produce results. Changing external environment (legislation, taxation, there are competitors). Changes and internal environment – new technologies, increase or decrease in jobs. All this requires constant development and improvement of skills, abilities, skills and professional knowledge as ordinary employees and executives. Education leaders has several features. Installation of conduct that formed earlier, the style leader and approaches to solving problems.

That is why leadership programs should be primarily to help manager to understand and systematize the experience. And then give the new skills required for effective leadership, as well as help on the other hand look at the daily work and give impetus to its improvement. Work manager is always connected with other people. And this also determines the specificity of training managers. Because in the management of people can not be unambiguous recommendations. Management – art. and most winners are leaders who can motivate people, inspire them to a new idea to form a team of associates.

However, there are certain features in the training of managers. Because the most important outcome of leadership training is to improve governance, and training managers must develop the maximum willingness to use the knowledge gained in further work. Therefore, it is desirable that the leaders had to courses focus on practical use of knowledge, the minimum number of lectures and maximum use of active learning and teamwork work. The value of programs for executives that they provide an opportunity immediately after their graduation to use the approaches and skills in practice.

Training Process

From this state, suddenly displays voice coach: we must complete and return to the general terms of the last phrase, agreement, mark, and our subgroup of closes the circle. The coach asks the question, introduces landmarks and we have another wave to the next level, and now the analysis, the answers, conclusions, decisions arrived at by you, we have come. Voice coach is not loud, but rather, gradually gaining strength, as the statement that the allotted time is up. We are all in the general circle, the coach again, asking questions, and I hear the answers, in which explanation is that the long-troubled "Is there a place in this process, the charismatic authority of a coach who has a hypnotic effect, infecting the participants of training his ideas, views, emotionally captivating for you? Here at the forefront other qualities, which are aimed at ensuring an effective learning process. Summarizing therefore, Summing up all told, will now try to answer the question: could it be useful to the organization of the coach with charisma? The charismatic coach will be useful to the company, if you want to arrange a holiday, the show may rest, all this submit a sauce of training and staff to treat with this dish.

Perhaps the employees feel cared for leadership, perhaps because of something to increase their motivation, can all finally find a common language and be able to agree or just to be able to communicate. That is the cornerstone put additional product training, and basic – the increment of new knowledge and skills development – is seen as a side: would it be so, but not – or not. The main condition – So it was interesting that the participants were satisfied! That no boring things, leadership is not an enemy of the staff! If the primary task – teaching staff, development of skills, solving actual problems, then solve These problems can only be a professional. A professional management of the Training Process and charisma as a way to influence an audience, in principle, incompatible.

William Bridges

People in the company often resist resist convincing is that the change proposed would not be the best for the organization. To this is added in addition, lack of sufficient information, allowing that they can not assess the information necessary for the proposed change. Sometimes resistance is manifested by coercion to personal and political reasons, to the fact, show the manager that does not have the power to provoke a new action, giving way to a resistance often points out, that the resistance to change may be due to what is called the cost of losing invested, i.e., the proposed changes threaten investments that individuals or groups have made in their experience. What can you do to eliminate the resistance change? a return to evaluate the proposed change; experiment with alternative changes. (b) provide additional information. (C) respond to resistance as if it were illegitimate.

d investigate ways how the group could preserve, provide additional information, allow more time to form a new group after a change is implemented. minimize changes that anachronistic again the important skills or that impellers the system of degrees. Account management must be clear and well defined (what) is (are) changes to make, the process of change from the personal point of view, to do so are invited to bear in mind that in accordance with what stated William Bridges, one of the authors specialized instead, as he has been raised in the case of organizations, at a personal level change also involves inevitably pass through three very important States. The first has to do with the completion of the old state of things, letting something go. The second is the neutral zone, stage to which we are referring to mention the concept of transition. The psychological process is by which persons must pass to be in tune with the new situation.

It is important to understand that change doesn’t happen without this process. The third is the new home, the first steps within the new reality. Conclusions very often valid as indicated by Alejandro Reyes and Jose angel Velasquez, a well-conducted change process involving a personal transformation that makes the man more alert, more flexible and therefore has to initiate an analysis of internal review and self-knowledge. The senior management of the Organization and also all its workers must be involved in this change as a process of lifelong learning. Fundamental changes are not matters of Decree and perhaps presented us the opportunity to use these turbulent times for which our values and principles that represent our equilibria occur in the person and the company.It is good to be alert, and although it is not possible to stop the dizzying pace of change, we must at least be aware of the unstable balance in turns constantly, being indispensable to stop many times is necessary to listen to, to try to understand, refocusing the objectives, achievements and goals in a common direction. Let us not forget our co-existence with the Organization, if not, perhaps the change exceeds our capacity to respond. * Sources: Brooks e. (1980) Organizational Change. The Managerial Dilemma. London: The MacMillan Press Ltd. – Arthur Andersen (1998) management practices for the 21st century. Editorial La Palma. Spain. -Notes of Chair in organizational behavior. Program management quality, Faces, UC original author and source of the article.