Why All Employees Need Leadership Training

Why All Employees Need Leadership Training

One way to succeed in an increasingly fast-paced, digitized global economy is to provide leadership training for every employee. Decision-making and responsiveness is the main ingredient to adapting to the challenges of an overwhelmed staff, retiring co-workers and working with co-workers who are more widely dispersed. Also, employees are more motivated and engaged when they’re given more of a say in the work they do. Having a place at the table, high-performing employees stay because providing leadership training says they’re valued and that what they have to offer is valuable to your organization.

One way to meet upcoming challenges is to train leaders at every level of your business. Leadership skills should be obtained and demonstrated by everyone throughout the organization regardless of their role. Developing more leaders ensures that each employee’s leadership potential is met.

So, how do you determine which employee receives the right type of leadership training?

The Many Levels of Leadership Training

Not all employees need executive-level leadership training. Investing in leadership training allows employees to recharge and reset their ways of thinking. It also allows them to rethink their responses to challenges in the workplace. Regardless of their role, employees can learn what it takes to be a leader of the future at many levels. It’s important not only to gauge the results of the leadership training that’s given but also how the training is delivered. What’s the immediate impact? How are the points demonstrated in the training relevant three months later? 

When considering leadership training for all employees, understand the types of leadership training available. 

  • Self-leadership training encompasses the value of being responsible for your own actions and reactions in the workplace with a focus on achieving results. It teaches employees to have self-awareness in every part of their personal and work life. In essence, it‘s having an understanding of who they are as a person and as part of a community. It’s also having the ability to guide their emotions and behavior with a focus on future career success and the success of the organization.
  • Direct leadership is a style of leadership based on theories developed by Martin G. Evans in 1970. Under this leadership training, leaders learn the how-to guide and coach an employee towards achieving their expected goals. Their training includes how to remove challenges that prevent them from meeting goals, how to deliver awards and rewards, and how to refine and update an employee’s job role and responsibilities in reaching those goals.
  • Participative leadership is where every member of a group or teamwork towards common goals and shares the outcomes of the decision-making process. With participative leadership, each group member is encouraged to participate for collective input. Training for this type of leadership may include how to lead group discussions, how to share information and ideas for the best group decision-making outcomes, assist the group with processing new information, and how to make decisions based on the information given.
  • Executive leadership training consists of several objectives to lead an organization or a department. With this type of training, employees learn how to handle complex leadership challenges and how to enhance current organizational systems. They also learn the right language skills to create commitment and trust from employees through meaningful conversations. Another key objective is teaching these ‘key’ employees how to establish an environment of collaboration throughout their organization. By teaching them how to make strong decisions and the ethical leadership skills needed to motivate others, they improve company culture that has a ripple effect throughout all teams of the organization.

What Steps we Take to Establish Leadership Development

We specifically develop leadership training strategies according to individual needs. Our approach is to create a customized development program regardless of an employee’s title or responsibilities. We also provide skills on how they should evaluate and coach others on performance. It’s not just about inspiring others but providing actionable skills that motivate teams and departments.

Besides providing these skills, the Lynch Law Firm also trains leaders on how to develop a vision and provide direction towards the desired results.  Beyond the creation of a more collaborative culture; we also train on how a leader should be accountable regardless of the results.  Finally, it’s our goal to train leaders in recognizing their abilities should not rely on a title or a specific position, but on their understanding that all employees can learn leadership skills towards a better more equitable organization. 


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