To what extent does the design of a learning environment need to recognise the context within which the learning will be applied? This great question was asked during a recent RSVP train the trainer programme and it raises some interesting thoughts about the learning design process and the extent to which we can make the learning experiences we offer, and the environment we create, relevant to the learner so that learning is more easily transferred back into the ‘real world’.
We discuss what we use as the 4 key aspects to include in any effective leadership development workshop.
We cannot ‘develop leaders’ through short, isolated interventions. However, we can identify some of the demands of leaders and help them to develop skills that will strengthen their leadership skills.
We discuss the four key aspects of leadership which suggest what leaders need to do. However, this overview of purposeful leadership activity does not consider how leaders are working with their people.
When you drill down and ask questions about how leaders must work with their teams to achieve these goals, you constantly come back to some basic processes: consultation, questioning, listening and coaching.