Entrepreneurs AND Leadership skillsPPT-1.pptx

Entrepreneurs AND Leadership skillsPPT-1.pptx

1. ENTERPRENEURS AND LEADERSHIP SKILLS GROUP 1

2. MALIK ABDUL SALAM 22014198-131 ADIL ALI 22014198-168 HAMMAD CH 220144198-123 2

3. DESIGN FOR LEADERSHIP TRAINING PROGRAMS 22014198-168 3

4. INTRODUCTION Welcome and introduction to the leadership training program- Overview of the program's objectives and agenda Establishing a positive and interactive learning environment Example : A facilitator welcomes participants, explains the program's objectives, and sets the tone for an interactive and engaging experience. 4

5. CLEAR OBJECTIVE AND TRAINING CONTENT 5 Setting Clear Objectives Effective Training Content Defining specific, measurable, achievable, relevant, and time-bound (SMART) objectives for the training program Aligning objectives with the organization's goals and the participants' needs- Establishing a clear evaluation criteria for the program's success Example : The program's objective is to improve leadership skills, specifically communication and problem-solving, among mid-level managers, resulting in a 20% increase in team productivity within six months. Interactive lectures and discussions Case studies and group exercises Role-playing and simulations- Coaching and mentoring sessions Group projects and presentations Reflective journaling and self-assessment- Gamification and interactive activities Example : A simulation activity requires participants to work in teams to resolve a fictional business crisis, applying problem-solving and communication skills.

6. FEEDBACK AND TRAINER SUPPORT 6 Practice and Feedback Trainer Support Providing opportunities for participants to practice new skills and receive feedback Encouraging peer-to-peer feedback and coaching Using assessment tools and instruments to measure progress Offering individualized coaching and mentoring sessions Example : Participants receive feedback from peers and trainers on their communication style and problem-solving approach during the simulation activity. Experienced and certified trainers with leadership expertise Ongoing trainer support and coaching throughout the program Access to additional resources and materials Follow-up sessions and evaluation to ensure sustained learning Example : A certified trainer with leadership experience provides individualized coaching sessions to participants, offering guidance and support.

7. Evaluation and Follow-up 7 Evaluating the program's effectiveness in achieving its objectives Assessing participant satisfaction and learning outcomes Identifying areas for improvement and implementing changes Providing ongoing support and coaching to participants Example: A post-program evaluation survey assesses participant satisfaction and learning outcomes, with results used to refine and improve future programs.By incorporating these components with examples, the leadership training program will be comprehensive, engaging, and effective in developing the leadership skills and competencies of participants.

8. SYSTEM PERSPECTIVE ON LEADERSHIP DEVELOPMENT 22014198-131 8

9. TRADITIONAL APPROACH:FOCUSING ON SYSTEM GEARS 9 Traditional leadership development often focuses on individual skills and traits. Training workshops and mentorship programs are common methods. While valuable, this approach can neglect the broader organizational context.

10. SYSTEM PERSPECTIVES 10 A system perspective for leadership organizations involves viewing leadership as a set of interconnected and interdependent components that work together to achieve a common goal. This perspective recognizes that leadership is not just about individual behaviors or traits, but also about the relationships, structures, and processes that enable collective action and systemic change

11. DEVELOPING A RANGE OF CAPABILITIES 11 Systems thinking:  This involves understanding the interconnectedness of different parts of a system and recognizing how changes in one part of the system can have ripple effects throughout the system. Collective leadership:  This involves fostering collective action and developing the capabilities needed to facilitate collective leadership. Regenerative mindset:  This involves developing a mindset that is focused on regeneration and renewal, rather than extraction and exploitation. Adaptive capacity:  This involves developing the ability to adapt to changing circumstances and to learn from feedback and experience. Collaboration:  This involves developing the ability to work collaboratively with others, both within and across organizations.

12. DEVELOPMENT OF LEADERSHIP 12 INTEGRATED DEVELOPMENT ACTIVITES Integrated development activities in leadership development refer to a range of exercises, games, and workshops designed to help individuals develop their leadership skills and become effective leaders. These activities can be used in various settings, including the workplace, schools, and community organizations Leadership Workshop Ideas Team-building exercises Communication skills training Problem-solving activities Leadership style assessments Situational leadership scenarios

13. DEVELOPMENT OF ORAGANIZATION 13 The conceptualization of leadership evolves,If leadership is a shared process that involves the cooperative efforts of many people, then lead ership development must also consider how to prepare people to participate in this collective process. Development of individuals is still important, but there is also a need to develop effec tive leadership processes in teams and in organizations. Progress in understanding what must be done and how to do it will depend in part on progress in theory and research on leadership processes at the group and organizational level. It will also require more intensive, longitudinal research on ways to influence and enhance these leadership processes.

14. 22014198-123 14 FACILITATING CONDITIONS FOR LEADERSHIP DEVELOPMENT

15. INTRODUCTION 15 Facilitating conditions for leadership development involve creating an environment and providing resources that support and enable individuals to grow and develop their leadership skills. 

16. FACTORS INVOLVING FACILITATIONS 16 Providing opportunities for learning and development:  This can include formal training programs, on-the-job learning opportunities, and access to resources such as books, articles, and online courses. Creating a supportive culture:  A culture that values and supports leadership development can help individuals feel more comfortable taking risks and trying new things. This can include creating a safe space for experimentation and failure, and providing feedback and support to help individuals learn and grow. Providing access to mentors and coaches:  Mentors and coaches can provide guidance, support, and advice to individuals as they develop their leadership skills. They can also help individuals identify areas for improvement and provide encouragement and motivation. Creating opportunities for practice and application:  Providing opportunities for individuals to apply their leadership skills in real-world situations can help them build confidence and experience. This can include assigning individuals to lead projects, teams, or initiatives, or providing opportunities for them to take on leadership roles in professional organizations or volunteer groups .

17. FACTORS INVOLVING FACILITATIONS 17 Providing recognition and rewards:  Recognizing and rewarding individuals for their leadership development efforts can help motivate and encourage them to continue growing and developing. This can include formal recognition programs, promotions, or other incentives. Creating a diverse and inclusive environment:  A diverse and inclusive environment can help individuals develop their leadership skills by exposing them to different perspectives, experiences, and backgrounds. This can help them build cultural competence, empathy, and a broader understanding of the world. Providing support for work-life balance:  Supporting individuals in achieving a healthy work-life balance can help them manage stress, avoid burnout, and stay engaged and motivated in their leadership development efforts. This can include providing flexible work arrangements, resources for managing time and priorities, and support for self-care and well-being

18. CONCLUSIONS 18 Facilitating conditions for leadership development can lead to a number of benefits for both individuals and organizations, including increased employee engagement, improved performance, better decision making, and a stronger organizational culture. By investing in leadership development, organizations can build a competitive advantage, drive innovation, and achieve long-term success.