Often, training and development is thought of as a process focused on new employees—as part of orientation, perhaps, or as part of a multiyear training process for junior staff. But we’ve said many times that employees should get training throughout their careers. And that includes when they are at the pinnacles of their careers, as well as when they are just starting out.
A key example is training for new executives.
Executives Need Training, Too!
Consider an employee who was recently promoted to an executive-level position. She may have previous experience managing a team as a mid-level manager, but now, she’s made it to the organization’s upper echelon, perhaps as a vice president or C-level staff member. Her organization shouldn’t necessarily assume that she can simply step into the role without additional training and support just because she has the skills, experience, personal characteristics, and other factors that made her a great choice.
Many in executive and leadership positions don’t get much, if any, training. This may be because those leaders or the organization as a whole simply thinks they don’t need additional training. Or, it may be because top staff are often extremely busy. But it certainly isn’t because they wouldn’t benefit from it.
Critical New Competencies for Senior Leaders
There are certain skills and responsibilities that are often specific to executive-level positions that new entrants may have little or no prior experience with. Read more here…
Source: HR Daily Advisor