6 Steps to Learning How to Build Leadership Training

Share on facebook
Share on google
Share on twitter
Share on linkedin
Share on reddit
Share on stumbleupon
como montar um treinamento de liderança

Table of Contents

If you are looking for insights on how to set up leadership training, welcome to our article! This topic has been discussed a lot in several consultants and talent development associations around the world — such is its importance for companies.

For you to have an idea, companies offering well-structured and comprehensive training programs can increase their revenues by 218% per employee (second survey of ATD).

But, after all, how to build quality leadership training? Today, you are going to check out 6 essential steps, which can make your planning easier (a lot). Are they:

  1. Understand why corporate training;
  2. Align expectations with leadership;
  3. Use the tools available;
  4. Have a corporate platform;
  5. Ask for feedback after training;
  6. Make room for new training.

Good reading!

How to set up leadership training? 6 key steps!

leadership training
1. Understand why corporate training

To learn how to set up leadership training, you must first define its essence. Also called purpose, this is what will guide the content from start to finish—making it coherent and assertive.

A tip is to list the main needs of your company, then divide them according to priority. For example, initial training can be focused on teaching leaders about people management.

Then, in the future, there may be a series of other trainings to:

  • develop technical leadership skills;
  • teach about a new tool to be implemented in the company;
  • improve organizational culture — and much more.

Okay, it may even seem difficult to define the ideal purpose. But you can have good insights when mapping your competition and analyzing customer feedback:

Is there something your competitors already offer that you don't yet? Faster service, more efficient service…

What about your customers, what do they say about the company? Are there complaints that require urgent solutions?

Anyway, another good strategy to understand the reason for the training is to make room for the leaders to give their opinion. And that's what brings us to the next topic!

2. Align expectations with leadership

As much as training is targeted at leaders, that doesn't mean they can't participate in building the content. Quite the opposite!

After all, collaboration and trust are critical — and leadership can take a more focused view of their own departments.

The tip is to guide them and let them contribute freely with suggestions. In addition to complementing your ideas, this conversation also helps create a sense of responsibility in leaders!

Okay, after structuring a good purpose, aligning expectations with the leadership, and already having an idea of ​​the content, it's time to develop it.

Even though there is no fixed format, it is ideal that you divide the training into introduction, development and conclusion – and include dynamic elements such as videos, cases, studies and more.

For this, you can (and should!) use the technological tools available. Check it out below!

3. Use the tools available

Well, when we talk about training tools, many stand out and can help a lot in the creation of content.

If you're going to make a slideshow, for example, you can use the traditional PowerPoint — but also other more elaborate options like Prezi, KeyNote, Canva and Trakto.

In addition to letting you edit colors, text, and slide-to-slide transitions, some of these software also have free image banks at their disposal – making your presentation look more professional.

If the training is delivered online, it will be necessary to have digital meeting rooms. There are good options at no cost on the most basic plans like Skype, Zoom and Google Meet.

And speaking of Google, there are several helper tools (and free) that give your presentation a boost. They are part of the Google Education – and one of them is the Jamboard.

This feature is a kind of whiteboard (like a traditional whiteboard), on which everyone involved in the training can write their ideas in real time.

Read too: Guide | 12 Leadership Tips for Achieving Excellence

4. Count on a corporate platform

Since we are talking about distance technologies and training, it is essential that we address the advantages of a platform for transmission and hosting of content.

This structure is easy to implement and helps to reduce the costs of face-to-face meetings — such as leasing space (even within your own company), moving people, printing materials, among others.

With the platform, you can broadcast live content and have the chat feature — which allows the exchange of information between leaders.

In addition, technology allows you to record training and leave them hosted on the platform itself. That way, people can watch whenever they need it – and new leaders can also go through the same learning process.

5. Ask for feedback after training

Okay, after having all the tools at your disposal to make the training more complete, it's time to deliver the content to the leadership.

At the end of the presentation, it is essential to measure the results — and again the feedback appears as an important strategy! With it, you can understand if the leaders assimilated the content (and what is the evaluation of their performance when conducting the training).

A good idea to collect opinions is to create a satisfaction survey. Try to prepare some objective questions (with grades from 0 to 10 for certain training requirements) and others open, so that the leader can contribute in his own words.

And after the feedbacks, what to do? See the last step!

6. Make room for new training

With the search results in hand, you'll have a training evaluation report and you will find that new insights will emerge! This is an excellent opportunity to improve upcoming content — and engage leaders more and more.

Then, after this first experience, you can set up a schedule with periodic training — weekly, fortnightly or monthly, for example.

It's also nice to keep track of whether leaders will implement what was discussed — and they can even start a training cycle with their own departments.

How to Build Leadership Training: Time to Start Planning

We hope this article was helpful to you! Now it's time to apply the 6 fundamental steps on how to set up leadership training, talking a lot with your team and choosing good technology partners.

Enjoy and share this content on your social networks to help more people!

This content was written by the team at EAD Platform, an online distance learning platform that allows you to create and sell courses on the internet. Simple, intuitive and with an affordable price, EAD Plataforma has been operating in the market since 2014 and already has more than 1200 customers.


HR Consultant UK can help if you have any questions about 6 Steps to Learning How to Build Leadership Training
. Our HR consultant in London can assist you if you live in London. Suppose you live further afield thats not an issue! Visit our HR Consultants Near Me page to find the best consultancy nearest to you.
See you next time!



Leave a Replay

Why HR Consultants UK!

HR Consultant UK Offers HR advice for local businesses in the UK. Our HR Consultants Near Me Page will help you get in contact with local HR Consultancy.

Alternatively, view our list of cities covered by HR experts.  Its time to get all your HR issues solved! 

Enjoy the Blog!

Recent Posts

Follow Us

Sign up for our Newsletter

Click edit button to change this text. Lorem ipsum dolor sit amet, consectetur adipiscing elit

Where do you need an HR Consultant?

United Kingdom or

Get local HR advice in the UK and USA?

So that we can get you through to the right HR Consultant, please let us know what your location is.

Book HR Consultants
Get Quotes From Local HR Consultants

Talk with a Local HR Consultant in the United Kingdom Or United States.