DEL Articles

In these challenging times, more and more organizations are looking for ways to cut their costs while working their way through deficits. There are organizations that believe the simplest and most painless way to manage costs and revenues is through cutting the budget for employee training. However, organizations who are able to see the long term understand that organizational success relies largely on the development of human resources, especially on the competence of the organizational leaders.

Those who regale their libraries with tomes dedicated to the fine leaders of history invariably end up with a collection of books about men. To be sure, there have been and continue to be a good number of fine leader who happen to be males. But we must remember an old adage: the victors write history. This is not to imply that there has been a concerted war against the female of the species, but indeed, there does seem to be some kind of conspiracy involved.

Many of us will have seen statistics banding around the Internet illustrating a high rate of project failure. According to a Gartner study, nearly 40% percent of IT projects fail or are abandoned before they reach completion. There are dozens of other statistics quoted on the same subject. But regardless of the figure - it is very high and it is a dark cloud over the project management industry as a whole.

It has often been said that there is no single formula for making an effective leader. Indeed, there are several ways wherein an organization can bring out and develop leadership skills that seem to sleep inside its people. Just as leadership training programs are significant investments in any organization, it is also vital to keep mind the kind of leaders that the organization needs. They may not necessarily be the leaders that the organization wants, but they are the leaders that can greatly help the organization survive in this dark age of recession.

Benefits management is often light on the ground in many programmes. Not very wise when the fundamental reason for beginning a programme is to realise benefits through change; whether it is to do things in a new way or to do things that will influence others to change.

Many aspects of life rely on communication. School, parenting, relationships, sport, politics, social and business are just a few. The trouble is, when communication is performed poorly or not at all in any of these areas, people and results suffer.

By its very definition, leadership requires followers. To become a good leader, it’s necessary to bring people along with you and to help build them into better people-often, to train them as leaders.

Building successful teamwork can be a tough challenge but this does not mean it is impossible. No matter what kind of team it is, it is always possible to bring about effective teamwork.

We have heard much about leadership trainings in professional organizations but there are still some who have faint ideas of what leadership training programs should cover. Leadership training programs are often designed to give organizational leaders knowledge and understanding required in effective management. These kinds of programs can provide foundations from which organizational leaders can appreciate and improve their individual organizational and communication skills.

Different organizations roll out leadership training programs to their employees and a lot of outlines of leadership training and development programs are available for use. However, a question remains: what should leadership training and development programs really include?