Executive/Leadership Education

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Executive/Leadership Education

When looking at executive education for companies or individuals. It is important to take time to study the importance of why education is crucial and what the long term goals are of the people obtaining the education and the educator themselves. There is not a specific point where someone has learned enough and no further education is required often times, executive education is a requirement for many companies.

The benefit of executive education is that it allows business managers to focus on identifying and setting primary goals, encourages independence in the workplace and leadership development, provides a layout to facilitate networking and exchange among employees, and explores other opportunities within the company.

For managers and executives, the idea of executive education can be challenging. Especially in times of budget cuts and payroll concerns spending time and money on education may not seem like a good concept for the company. However, executive education can provide great value within the company. The training can help provide associates ways to climb the corporate ladder or even land a new job.

Executive education can help employees gain specific knowledge that's important to their career. Especially for managers on their way up the ladder, the short, intense nature of most executive courses allows them to efficiently upgrade or fill in gaps in their skillset.

Executive education courses and workshops can provide a learning environment where employees can focus and safely pinpoint their strengths and weaknesses. The privacy of the classroom provides a space where participants can open up and discuss topics that they would not be able to address under normal circumstances. Executive education trainers are usually made up of managers from a variety of industries. This leads to a dynamic group where participants can share their own experiences and learn about how challenges are dealt with in a variety of different environments.

Executive education remains one of the key means to achieve change. In order to better understand the process of achieving impact, it is important to study the key benefits by studying how people perceived their growth in these areas as well as the processes that organizations use to measure impact over the long-term.

Customized educational sessions help organizations increase management capability by combining the studies of business and performance management into specialized programs that assist executives to develop new knowledge, skills and attitudes. Knowledge turns into the capability an organization applies to the products and services it brings to the company.

The more specific the needs assessment and the establishment of learning outcomes, the greater the likelihood is that they will be achieved. From an individual participant perspective, knowledge is frequently mentioned as a primarily short-term goal, yet personal development with self-leadership is more often seen as the more important outcome of an executive education program.

From an organization perspective, gains in self-leadership were especially effective when they were targeted at leadership skills that the organization has to ultimately achieve such as customer-orientation, results-orientation or other competencies derived from the strategy.

any human resource managers are asking this question after having little to show for years of diversity programs. And employers are looking for ways to make diversity an integral part of the organization's culture. The answer for both usually comes down to holding managers accountable for diversity efforts at all levels.

Too often, when diversity training is finished, that's the end of it. There is no follow up, no system put in place to ensure organizational commitment, and no way to hold people accountable for effective diversity management. But employers are starting to realize that you get what you pay for-and that if you pay for performance and hold people accountable for behavioral and business changes in the diversity arena, you will begin to build an organizational culture supportive of diversity. More importantly, you'll build a culture that leverages diversity for competitive advantage.

Many managers aspire to achieve a specific change in performance. This can only be achieved if the capabilities of the organization are enhanced. Executive education with its four pathways – goal-setting, self-leadership, networking and frame of reference change - is a key means through which these aspirations of performance improvements can be achieved.

Companies are increasingly concerned with ensuring CEO performance evaluation that captures not only short-term results but also longer-term value results. This has led to a focus on talent metrics, however the lack of training and focus applied to talent metrics has limited the ability to hold CEOs and their executive teams accountable for talent-related performance.

Holding people accountable for results is not about communicating blame, frustration and disappointment in a monthly meeting. Instead, accountability is about persuasion and motivating people to say “yes” to delivering results and new behaviors. Some ways to hold executives accountable for their actions would be Model the behavior you want to see in others. Persuasion is more effective when it comes from peers versus the boss. Other vice-presidents would have had more influence on the sales leader.

Employees who don’t understand the roles they play in company success are more likely to become disengaged. No matter what level the employee is at, he should be able to articulate exactly how his efforts feed into the broader company strategy.

High performance and success are not dependent on one simple factor or as a result of one or two things. The entire context you operate in greatly impacts your results. Developing both clear-cut competencies and tools to measure them may require ongoing commitment and effort, but will be well worth the investment. Colleagues seeking ways to improve how they measure diversity competency must network and share methods, failures and successes.

In conclusion, executive education is a benefit for all businesses because there is no limit on how much a person ca n learn in a school or business environment. Executive education provides a benefit to employees, managers, trainers and all parts of a company. It helps bring knowledge to all aspects of a business and provides a ongoing development for companies to build a strategy.