FOR LEADERS
Training For
Leaders
A SHORT STORY to help you understand the need of TRAINING
in one’s life…
Grandpa, my schoolmate has been
unjust to me!I hate him so much!
Let me tell you a story. I too at times have felt a great hatred for those
who have taken so much, with no sorrow for
what they do...
But hate wears you down, and doesn’t hurt
your enemy. It’s like taking poison and
wishing your enemy to die. I too have struggled
with this…
It’s like there are 2 WOLVES inside me- One
is good and does no harm. He lives in
harmony and doesn’t take offence when not
intended.
The other wolf is full of anger. The smallest thing will set him into a fit of
temper. He fights everyone, all the time, for no reason. He can’t think
because his hate is great!!
It’s hard to live with these 2 WOLVES inside me, for both of them try to dominate my spirit.
But Grandpa, which one of those wolves
WINS??
^_^The One You
Feed…
Leaders face the challenge to overcome Resistance to Change
Power and Control Sharing Values
Some Prefer
The others prefer
The ReasonWell Set Personality Traits
Changing Behavioral Style
DISASTER
Leaders are responsible for the skills and ethics that bring out the behavior of people
in the organization
Aristotle
Leadership SkillTraining
Ethics and MoralityAttitude
BehaviorSkills and Knowledge
It helps to grow in:1 2
3
4
5
67
8
9
10and more
Ability Skills
Confidence
Tolerance
Commitment
InitiativeInter-personal
Understanding
Self-control
Motivation
The Training CycleIdentifying
learning needs
Designing the Training
Delivering the training
Evaluating the Training Learning
Training Needs
Leadership Because Training exists It works
Organizations look at the required training needs from four main perspectives
The Organization
The Department
The Job/Occupational
Group
The Individual Employee
The Training Need equationDemands of the job, change in the
organization
LESS
Level of knowledge, process by employee, willingness to adapt change
EQUALS
Training Need
PURPOSE Of Training
To Improve Quality of Work Force(people engaged in a work)
To Improve Obsolescence(condition of becoming out-dated)
To Improve Quality of Work Force(people engaged in a work)
To Improve Obsolescence(condition of becoming out-dated)To Motivate Personnel
To Develop Good Labor Relations
To Exchange Views and Ideas
To Have Trained Personnel
To Develop Human Potential
To Meet Challenges
To Bridge Gap
To Create Reserve Marginal Force
To Improve Health and Safety
To Increase Productivity
To Assist Newcomers
Definition of Training
Pre Training
Training Post Training
1Phase Pre Training
1Detailed Analysis Of the
JOBfeels the need of this behavior?is the person involved?
is the immediate superior?
2Phase Training
2Begins Training
Tries New Behavior
Participant Selects Training programme
2Participant tries out some New Behavior
Useful Isn’t useful
Repeats it
= Habitual Behavior
Discards it
= Tries some
Variant
3Phase Post Training
Well TrainedConfidentKnows his JobGoes Prepared
Makes Adjustments
POST TRAINING
OBJECTIVES of Training
Productivity
Job Effectiveness
Training Activities ToOn-The-Job Performance
Training For Promotion
Refresher Training
AREAS of Training
Areas of Training Company Policy
and Procedures
Specific skills
HR
Problem solving
Supervisory Training
Apprentices
Company Policy and ProceduresRules Practices ProceduresTradition
ManagementStructureEnvironmentServices
…Offered by the COMPANY
Training in specific skills
Human Relations training
Problem Solving Training
Managerial and Supervisory Training
Apprentice Training(A Beginner learning skills from a skilled employee)
PRINCIPLES of training
Perception
Awareness
Motivation
Stimulus, response and reinforcement
Stimulus- Introduced by the Instructor
Response- By the Learner
Positive Reinforcement- Provided by the Instructor
Feedback or knowledge of results
Action
Participation Practice
INSIGHTInsigh
t
Scale
Individual differences
Period of learning
METHODS of Training
METHODS OF TRAINING
On The Job TrainingInduction Training
Coaching
Apprenticeships
Job Rotation
Off The Job TrainingLecture
Discussion
Role Play
Panel Discussion
Seminar
Case Studies
Questionology
AV Methods
On The Job Training
Induction Training
Apprenticeships
JourneymanApprentices
Apprentice promoted to Journeyman
Coaching
Job Rotation
Off The Job Training
Lecture Method
Seminar
Role Playing
Discussions
Panel Discussions
Case Study
Do a summary on the case
Prioritize the issue
Generate Course of ActionBenefit Analysis
Selecting Corse of Action
Questionology
Audio-Visual Methods
Yay!
Out of the 5 senses, people learn the most from sight
People Remember…
Of what they READ
Of what they HEAR
Of what they SEE
Of what they SEE and HEAR!
Training needs
Training needs Equation
Definition of Training
Phases of training
Objectives of Training
Areas of Training
Principles of Training
Methods of Training
THANK YOU:)