Leadership Development
“Of course, one can order a room better than a child, but the key is that we want to enable the child to do so. This takes time. One also needs to be involved in training and development. It takes time, but that time is valuable later. Walt Disney Co. has many thoughts on the issue. In the long term, this time recovering “(Stephen Covey).
It is easier to do things for ourselves “to make sure they do well” and surrender to the process of education, training and empowerment that we owe to others who work with us (supervised, co-workers) or who live in our home (children, spouses). As leaders our goal is to empower people in the roles which they happen to play and focuses on what is important to their lives and work. Assuming the responsibilities of others (children, supervised, others), creates dependence on us and does not contribute to the process of enabling people to take responsibility, improve their work and performance and develop their potential. Leaders who act as trainers and enablers of people, helping others understand their role in the organization or community, providing also the necessary tools to carry out their roles and promoting the development of their potential. Similarly provide opportunities (challenges, responsibilities) to generate learning. In this regard Jaap said Tom, in his book Leadership Development: “A trainer is a person who works by applying the philosophy of training, which allows you to interact with others so that it generates synergy. The trainers are sensitive and aware and strive to improve their effectiveness in terms of their own personal contribution.
Empower others to help themselves is one of the main goals, recognizing that structuring the trust in others, the efficiency has a real chance to emerge. The effectiveness of their efforts can be measured by how people achieve results. ” Another way to enable trainers to teach others is by example. The trainers do not see the bulls of the barrier, but is involved in the process. Are active at work. Assume the share of responsibility and commitment they deserve. The expectation of the capacitor is working to develop a work atmosphere that encourages people to be seekers of solutions, to focus on results. Trainer’s vision is to empower others to learn to turn to self-generate themselves and, while they perceive when and how others can help. When a trainer wants to empower others, create an environment that encourages individuals to take responsibility for their own development.
This type of leader understands that until the individual does not assume the commitment to their education, not really growing. He knows that the educational process can not be delegated to others (employer, schools, etc.). The trainer encourages the person to take charge of their development, and he set the pace, the number and intensity with which you will learn. In that sense are not oriented “Teach” but to help people learn. The trainers / enablers to help people focus on their talents, experience, opportunities, in order to unlock its potential, so that they improve their performance. In this way the input works with the trainer is not his own ability and experience but the experiences, talents and abilities of their followers. Trainers also trust the people. Have high expectations of them. They expect the best in people. This makes working individuals trying to keep pace with those expectations.
