Corporate Leadership Training

In order to remain viable, executive leadership training is essential for large and small corporations. Big business sometimes patterns its practices on the military and the federal government. A chief executive officer is only as strong as those who hold positions of authority beneath him. The president of the United States relies on a strong cabinet, which consists of men and women who possess years of career experience, education, and decision-making ability. Similarly, America's highest ranking generals and commanders rely on the services of competent leaders to command our nation's armed forces without compromise. In the military, young recruits must endure weeks of intensive training in boot camp. And as recruits move up in the ranks to become officers, there is yet more training to endure in order to become the best that they can possibly be. Corporations expect no less from the junior executives and managers whom they employ; men and women who want to climb the ranks of corporate America must submit to corporate leadership training.

The competition is tough for individuals seeking employment at the choicest companies. Young college graduates may have studied the books and earned degrees in a field of choice, but no college classroom can prepare them for the practical application of leadership principles faced on a nine-to-five job. Junior executives, supervisors, and managers know that in order to keep pace with challenging and changing times, they must gain new skills and become more marketable. Corporations eager to equip the next generation of CEO hopefuls don't mind investing thousands of dollars in executive leadership training. Big businesses know that those investments will ensure a steady string of knowledgeable men and women capable of carrying on the legacy that will one day be inherited.

Corporate leadership training can be short or long term, consisting of workshops, seminars, and courses designed to introduce young executives to leadership principles and practices. Corporate students are given ample time to examine personal strengths and weaknesses and obtain coaching from more experienced CEOs and team leaders. Mentoring programs are frequently implemented which pair younger men and women with senior executives who can provide firsthand knowledge and guide novices through the process of being made into effective leaders. Mentors are not only instructors, but sounding boards and confidantes for younger employees seeking to learn the ropes. Senior executives provide a wealth of wisdom, personal experience, and unsurpassed expertise that would be hard to find in a textbook. Years of managing employees, meeting the expectations of upper level management and corporate owners, and adjusting to fluctuating economic climates make mentors a prime resource for valuable information.

Becoming a leader requires a certain level of maturity, judgment, vision and an appreciation and acceptance of the character qualities and flaws of others. Attorneys, physicians, and pastors are a prime example of authoritative heads who must exercise sound judgment, diplomacy, and tact in dealing with a myriad of sensitive situations and a host of sometimes difficult personalities. Those in positions of authority must keep the goals of the corporation at the forefront at all times. Actions taken are weighed against the balance of outcomes which are beneficial or detrimental to the corporate brand, mission and vision.

Individuals in authority are often misunderstood and judgments are questioned and challenged by those who may lack the capacity or experience to fully grasp management decisions. Would-be executives must learn quickly that being a leader is not a popular calling; and along with corporate leadership training, a thick skin must be developed. Jesus Christ was perhaps the most misunderstood leader in the history of mankind, yet through His death, common men are afforded the right to become the sons of God. "He was in the world, and he world was made by him, and he world knew him not. But as many as received him, to them gave he power to become the sons of God, even to them that believe on his name. Which were born, not of blood, nor of the will of the flesh, nor of the will of man, but of God" (John 1:10-13).

During the course of executive leadership training, managers and supervisors may be challenged about processes and methodologies formerly practiced and embraced. A deterrent to learning may be adhering to preconceived ideas and beliefs, or confusing former management principles with those which successful leaders apply. While former practices may have worked in the past, the purpose of intensive leadership training is to expose students to newer principles and the best practices gleaned from other industry leaders. Trainees who approach learning new skill sets with enthusiasm and objectivity may fare better than those who cleave to preconceived ideas.

Trainers, mentors and instructors should include a mixture of teaching methodologies in the form of executive leadership training modules, which gradually guide trainees through a series of new skills and abilities. Modules may include instruction on assessing one's leadership abilities; recognizing qualities of authoritative figures, reviewing case studies, and participating in classroom discussions with peers. Role playing may also be used to help trainees develop problem-solving abilities and learn how to think "on their feet" during confrontational or difficult interactions with subordinates.

Corporations may choose to employ the services of a professional training firm, which can offer intensive workshops and seminars. Most corporate leadership training seminars and workshops are conducted within one to two days. Trainers may elect to conduct seminars onsite or trainees may travel to local or out of state offsite locations. Workbooks, manuals, and instructional CDs are usually included in seminar packages. Most firms award trainees with certification or continuing education credits, which can be applied to future training, accumulated as merit points, or recorded on employee evaluations. No matter how lengthy or extensive training sessions may be, the time spent acquiring leadership skills is invaluable for future CEOs.

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