Today’s workforce is impacted by stressors such as extended working hours, increased workloads, and job security issues. These stressors can have negative impacts on the organization, such as a lack of team efficiency and productivity. Without a doubt, embracing this training will nurture concrete leadership skills that will increase performance, progress, and significantly motivate talented staffs.
Purpose
The ultimate purpose of this training plan is to ensure that leaders in the organization are equipped with appropriate abilities, knowledge, and skills that will effectively reduce and manage work-related stressors. The specific objectives of this training program are:
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Increasing leaders’ perceptions of appropriate communication and behavioral styles.
Enhancing leaders understanding of each particular individual motivations and contributions, besides aspects that can positively foster cooperation.
Fostering leadership skills that can build trust within teams.
Empowering them with appropriate leadership skills and tools that can overcome common team failures, including inefficiency, missed deadlines, stress, and conflict.
Scope and Approach
Several leadership skills and elements shall be formalized under stress management designation along with other organizational management skills targeted at stress control. These shall include individuals’ and team leadership skills and stressors impinging on the organization as an entity itself, and stressors arising in the workplace; which as anticipated trickle down to impact some, besides all the individuals and teams (Joseph & Irons, 2018, p.28). The approach that shall be used towards delivering the program is focused-group workshops limited to ten participants, to ensure a high rate of active participation by the entire participants. The workshop duration shall be eight hours with two, fifteen minutes breaks, and one hour break at lunchtime. The workshops attendance shall be mandatory for the identified participants, including team leaders, supervisors, and departmental managers (Joseph & Irons, 2018). Moreover, individual coaching sessions shall be provided on various topics, especially for individuals at the senior management team whose schedules cannot comfortably accommodate daytime workshops.
I-O Psychologists Interventions
As an I-O psychologist, I will engage the following interventions to support the reduction of the employee as well as environmental stress:
Closing identified talent gaps within six months using an amalgamation of tailor-made leadership developmental skills with arduous selection benchmarks
Collaborating with the HRM to devise an effective talent management stratagem towards supporting set objectives and vision single-mindedness
Conducting a needs assessment to identify the acquaintance, abilities, besides capabilities obligatory for critical leadership levels
Developing and integrating evidence-based approaches to advance the adoption and prioritization of the organizational culture
According to Landy and Conte (2016) first, I will view the organization as an individuals’ aggregation; which implies that the leaders should be selected for and developed within the appropriate skills, to improve their leadership performance and effectiveness. Secondly, I will consider the organization's roles, relationships, and responsibilities by defining them to motivate the change from the leadership perspective. Thirdly, I will engage developmental needs by reviewing, and updating their job descriptions, chatting with them, and observing them while working to nurture individual leadership skills training into teams (Joseph & Irons, 2018). Lastly, to evaluate that I have realized the leadership behavior change, I will use innovative individual metrics and organizational performance.
Expected Results:
The anticipated results from this training will include (Hackworth et al., 2018, p.4-6):
Alignment of priorities towards effective collaboration, trust, and organizational culture
Increased individual and leaders’ buy-in and decreased stress, besides negative attitudes towards the corporate culture
Enhanced leaders understanding of each specific individual motivations and contributions, besides aspects that can positively foster cooperation
Conclusion
This leadership skills training plan is mostly intended towards honing leaders’ hands-on skills and gaining practical experiences to fill skills gaps, besides staying up-to-date with the most modern industrial technologies and practices. It will provide the leaders with an opportunity of connecting and collaborating towards a common outcome besides a goal, for instance, completion of a particular task such as sales efforts.
References
Hackworth, J., Steel, S., Cooksey, E., DePalma, M., & Kahn, J. A. (2018). Faculty Members' Self-Awareness, Leadership Confidence, and Leadership Skills Improve after an Evidence-Based Leadership Training Program. The Journal of pediatrics , 199 , 4-6.
Joseph, K., & Irons, C. (2018). Training your mind to manage stress. Managing Stress , 27-34.
Landy, F.J., & Conte, J.M. (2016). Work in the 21st century: An introduction to industrial and organizational psychology (5th ed.). Hoboken, NJ: Wiley.
