Leadership Development: Keeping Leadership Development Dynamic
John Reisner of the Air Force Institute of Technology offered the following solution for keeping leadership development curriculum stimulating:
“Make the programs learner-centric, as follows:
1. Ensure the leadership training is truly necessary. It should be developed to meet a concrete goal, not some nebulous, vaguely conceived requirement from long ago.
2. All material should be created with the following in the forefront of the developerâs mind: Students will encounter this training when they would rather be doing something else. Address this challenge as a stark probability, if not a reality. Design all curriculum to be engaging, relevant, and beneficial; eliminate whatever wonât meet those criteria.
3. Donât give the same refresher training year after yearâit is unreasonable to expect students to learn more from stale content.
4. If the training is given in a face-to-face environment, select a charismatic and credible facilitator with the right mix of expertise and delivery skills. If, on the other hand, the training is online, incorporate group problem-solving exercises, where students interact with each other. Make the exercises sufficiently challenging, so students need to depend on each other for successful completion.
There need not be a tradeoff between a programâs depth and its likelihood to win over students. The trick is to reject whatever fails to address both goals, and persist until developing a curriculum that achieves both. This is easier said than done; be sure top-notch developers are given ample time to create the training.”
Related Leadership Development Information:
https://mcdonaldsalesandmarketing.biz/category/leadership-development/
https://mcdonaldsalesandmarketing.biz/employee-selection/
https://mcdonaldsalesandmarketing.biz/personal-learning-environments-ples/
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Learning Optimized, Behavior Changed, Performance Advanced
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McDonald Sales and Marketing, LLC, Specialties:
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