{"id":28481,"date":"2019-03-04T11:19:43","date_gmt":"2019-03-04T10:19:43","guid":{"rendered":"https:\/\/www.targettraining.eu\/?p=28481"},"modified":"2019-03-05T10:41:43","modified_gmt":"2019-03-05T09:41:43","slug":"organizing-management-and-leadership-training-programs","status":"publish","type":"post","link":"https:\/\/www.targettraining.eu\/de\/organizing-management-and-leadership-training-programs\/","title":{"rendered":"Organizing management and leadership training programs &#8211; the secret L&#038;D manager"},"content":{"rendered":"<p><strong>This month\u2019s Secret L&amp;D manager is German, based in Germany and works for a global automotive supply company.\u00a0 He\/She has worked in training and development for over 7 years. <\/strong><\/p>\n<h4><!--HubSpot Call-to-Action Code --><span id=\"hs-cta-wrapper-bf6d499f-3241-4a6b-82ee-aa57b91cab23\" class=\"hs-cta-wrapper\"><span id=\"hs-cta-bf6d499f-3241-4a6b-82ee-aa57b91cab23\" class=\"hs-cta-node hs-cta-bf6d499f-3241-4a6b-82ee-aa57b91cab23\"><!-- [if lte IE 8]>\n\n\n<div id=\"hs-cta-ie-element\"><\/div>\n\n\n<![endif]--><a href=\"https:\/\/cta-redirect.hubspot.com\/cta\/redirect\/455190\/bf6d499f-3241-4a6b-82ee-aa57b91cab23\" target=\"_blank\" rel=\"noopener noreferrer\"><img decoding=\"async\" id=\"hs-cta-img-bf6d499f-3241-4a6b-82ee-aa57b91cab23\" class=\"hs-cta-img aligncenter lazyload\" style=\"border-width: 0px;\" data-src=\"https:\/\/no-cache.hubspot.com\/cta\/default\/455190\/bf6d499f-3241-4a6b-82ee-aa57b91cab23.png\" alt=\"New Call-to-action\" src=\"data:image\/gif;base64,R0lGODlhAQABAAAAACH5BAEKAAEALAAAAAABAAEAAAICTAEAOw==\" \/><noscript><img decoding=\"async\" id=\"hs-cta-img-bf6d499f-3241-4a6b-82ee-aa57b91cab23\" class=\"hs-cta-img aligncenter\" style=\"border-width: 0px;\" src=\"https:\/\/no-cache.hubspot.com\/cta\/default\/455190\/bf6d499f-3241-4a6b-82ee-aa57b91cab23.png\" alt=\"New Call-to-action\" \/><\/noscript><\/a><\/span><\/span><!-- end HubSpot Call-to-Action Code -->What is important to you when designing and rolling out a leadership program?<\/h4>\n<p>For me a successful leadership or senior manager program in our company can never be a \u201cone size fits all\u201d solution.\u00a0 Leadership and people management is not like a manual. We don\u2019t want a \u201cthat\u2019s how you have to do it\u201d approach and we are serious about offering an individualized approach. The programs we build with companies like Target give people a chance to identify whatever they need and benefit from support in applying this in their day-to-day tasks &#8211; or in their life as a whole. Individuals take different things from the program.<\/p>\n<h4>Who do you target when you set up management and leadership programs?<\/h4>\n<p>When I set up a leadership program we are typically involving managers and leaders from a broad range of different functions \u2013 from HR to finance, logistics to manufacturing etc. \u00a0This means I have to exclude functional topics from the training design because they won\u2019t be relevant to the whole group.<\/p>\n<h4>What kind or development areas are you targeting when you set up management and leadership programs?<\/h4>\n<p>We\u2019re working in a very fast-paced environment and there are always a lot of changes going on.\u00a0 A lot of our managers and leaders are firefighting, and really involved in operational work. We want to focus on soft skills like strategic thinking, so that they can step out of the operational and build a broader view of everything.<\/p>\n<p>It is really important for me that our managers have the chance to step back and have a look at the broader picture &#8211; this means looking especially at strategy and finance. The leadership program needs to tackle what finance means for our company and to ensure the leaders have a big picture of company decisions that are made based on our financial performance. This extends to them having a broader view on strategy. \u00a0Our programs support them in building a strategic view of the company, their area and their immediate objectives.<\/p>\n<p>We also want them to develop a stronger understanding of the consequences their own behaviours have, for example, on an individual, team or another department. If they are stressed out and don\u2019t recognise that somebody in their team is drifting away, that\u2019s not good.\u00a0 The programs develop them to focus on their people &#8211;\u00a0 their team is what makes their life easier in the end. They need to see not only themselves, their own workload, their own fires that are burning but also to focus more on their people and our overall strategy and values.<\/p>\n<p>Do to summarize, strategy, finance, self-awareness, leading teams, and managing and developing the people they are leading. We want them to just take a step back and have a look at this and to have also the chance to experiment with tools, models and ideas. Not every tool is suitable for every person so they should decide on their own what they want to apply in the day to day what\u2019s useful for them.<\/p>\n<h4>What is important to you when designing the training interventions which make up such a program?<\/h4>\n<p>I want them to work in groups and have personal time with the trainer. We have a mixture of formats including 1-to-1 intakes, using a tool such as DISC or MBTI, face-to-face seminars, virtual workshops and individual coaching. As the participants in the program are coming from all over Europe we also look to reduce travel costs and time using webinars, e-learning, virtual training sessions. The intakes, accountability calls and transfer coaching are all normally done via phone calls or using Webex. Then there are 3 to 4 onsite events with the groups coming together and meeting each other. These could be at the headquarters, a nice seminar hotel or near a plant (so we can organize a plant visit). Cost- and time- wise it is just not possible that they are travelling every few weeks.<\/p>\n<h4>What are you looking for from the trainers?<\/h4>\n<p>The trainers, of course are a very important element. When we look for trainers it is important to us that they are flexible. Our audience is usually, during the day, under pressure and there can be last minute things coming up so they are not able to attend a the whole session or training. So we need the trainer to be timewise as flexible as possible so if somebody missed some content they don\u2019t get lost in the program. The trainer needs to help them and give an insight into what has been done. They need to be supportive with the people through the whole process &#8211; that is really important. Then of course that they have to be able to handle different personalities, functions, nationalities and cultures.<\/p>\n<h4>You mentioned culture \u2013 what role does this play in delivering the training<strong>?<\/strong><\/h4>\n<p>This is a huge challenge, I can tell you. It depends a little bit on which positions the people are coming from. If they are coming from central positions and travelling a lot, meeting a lot of people etc. then usually they are open to everything and it\u2019s easier to work with them. People coming from the production sites somewhere far away in the middle of nowhere \u2013 then it\u2019s sometimes hard for them to connect with the other leaders and the softer stuff. It\u2019s also hard for the trainers to manage them in the right way because they are really stuck in their culture. They are not as open as the people who are already used to being in this international environment &#8211; but it\u2019s really important to get them to the stage where they are more open to the other cultures and diverse people.<\/p>\n<h4>How do your managers and leader react to the programs you offer? And how do you assess the training ?<\/h4>\n<p>The reaction of the operational leaders to this approach is very very positive. There are people who are more willing to open up and to work on themselves than others but I must say that those people who opened up completely are the ones that benefited the most from the program in the end.<\/p>\n<p>About assessment, after the training I usually do a post training assessment where it\u2019s a questionnaire where I ask people different sort of questions.<\/p>\n<hr \/>\n<p><strong>Who is the Secret L&amp;D manager?<\/strong><\/p>\n<p><em>The Secret L&amp;D manager is actually many L&amp;D managers.\u00a0 They are real people who would prefer not to mention their name or company \u2013 but do want to write anonymously so they can openly and directly share their ideas and experience with peers. <\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>We\u2019re working in a very fast-paced environment and there are always a lot of changes going on.\u00a0 A lot of our managers and leaders are firefighting, and really involved in operational work. <\/p>\n","protected":false},"author":34,"featured_media":27308,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[92],"tags":[145,23],"class_list":["post-28481","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-soft-skills-pathway","tag-ld","tag-staff-training"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v23.6 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Organizing management and leadership training programs - the secret L&amp;D manager | Target Training GmbH<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.targettraining.eu\/de\/organizing-management-and-leadership-training-programs\/\" \/>\n<meta property=\"og:locale\" content=\"de_DE\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Organizing management and leadership training programs - the secret L&amp;D manager | Target Training GmbH\" \/>\n<meta property=\"og:description\" content=\"We\u2019re working in a very fast-paced environment and there are always a lot of changes going on.\u00a0 A lot of our managers and leaders are firefighting, and really involved in operational work.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.targettraining.eu\/organizing-management-and-leadership-training-programs\/\" \/>\n<meta property=\"og:site_name\" content=\"Target Training GmbH\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/TargetTrainingGmbh\" \/>\n<meta property=\"article:published_time\" content=\"2019-03-04T10:19:43+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2019-03-05T09:41:43+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.targettraining.eu\/wp-content\/uploads\/2019\/02\/presentations-seminar.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1375\" \/>\n\t<meta property=\"og:image:height\" content=\"838\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Guest Author\" \/>\n<meta name=\"twitter:label1\" content=\"Verfasst von\" \/>\n\t<meta name=\"twitter:data1\" content=\"Guest Author\" \/>\n\t<meta name=\"twitter:label2\" content=\"Gesch\u00e4tzte Lesezeit\" \/>\n\t<meta name=\"twitter:data2\" content=\"6 Minuten\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/www.targettraining.eu\/organizing-management-and-leadership-training-programs\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/www.targettraining.eu\/organizing-management-and-leadership-training-programs\/\"},\"author\":{\"name\":\"Guest Author\",\"@id\":\"https:\/\/www.targettraining.eu\/#\/schema\/person\/f7913f49e855a4cdb35e688870af6fbb\"},\"headline\":\"Organizing management and leadership training programs &#8211; 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