For two weeks, I provided face-to-face training (groups of up to 14 people) to all women directors of Grupo Caja de Ingenieros here in Spain on transformational team leadership, as part of the implementation of their equality plan. The Group is working on its organizational culture and corporate values globally, which is undoubtedly key when facing one of the greatest challenges of most companies: increasing the loyalty of younger talent.
???????? Additionally, it’s necessary for all leaders to update and develop their individual leadership
???? In this training/coaching I conducted with these women leaders (applying knowledge with coaching and mentoring techniques for them to first reflect on their strengths and areas for improvement, both personally and for their teams), I addressed their leadership holistically, considering all relevant aspects and perspectives for their growth and influence in the company, which include their responsibility for:
▶️ Managing their own and others’ emotions
▶️ Resistance to change
▶️ Transformational leadership
▶️ Emotional intelligence
▶️ Health, proper nutrition, and exercise
▶️ Meditation
▶️ Work-life balance
Enhancing Leadership Impact: The Power of Self-Assessment and Feedback
I began by facilitating knowledge and reflections about their leadership styles with an individual self-assessment exercise (they had to finish it at home after receiving feedback from people in their personal and professional environment so that their self-knowledge would be greater and more objective). This exercise is essential to understand their weaknesses and strengths to be more influential in their environment.
One of the objectives was to make them aware of the great impact they have on others from their executive position, as well as on the younger members of the Group, thus becoming role models and understanding that it’s their responsibility to ensure this impact is positive and helps the overall talent retention strategy.
Everyone has a personal environment that positively or negatively can affect their performance at work, and vice versa. Taking a few hours to stop and dedicate them to this analysis, is imperative.
Facilitating Collaboration: Organizing Participants into Small Groups for Interactive Training
During the second part of the training, in order to promote a key company Value for growth and competitiveness, which is collaboration, I ask the participants to sit in groups of four for the following:
- Conduct a self-evaluation on different leadership skills that I provide with their definitions.
- This has the objective to develop their self-awareness.
- Share the results with the rest of the group participants and discuss or recommend actions to be taken.
- This is aimed at enhancing cooperation and understanding the actions one needs to take.
Data-Driven Decision Making: Empowering People and Talent Directors with Essential Insights
If you are a Director of People and Talent and need studies and data to support the need for this type of training, here is an excellent one conducted by Deloitte called: “While Most Business Leaders Believe the Right Workplace Model is Key to Success, only 24% are Very Ready to Make the Needed Changes.”
Are you ready to lead the change in your team? Contact us today to explore how we can jointly boost your and your team’s results. For more information on how we can help your company or team solve internal relationship and communication issues, using the SKILL-EQ methodology or customized training, fill out the form on the website, write to info@aprofitalents.com or send a WhatsApp to +34 606 711 757
