Choosing Executive Training by Function, or Dysfunction? Part 3
In the third part of this series on executive training, we’re going to turn our attention to the challenges and training needs of executives within specific industry groups.
According to a 2006 survey conducted by Accenture and The Economist Intelligence Unit, the biggest challenges of Hardware Manufacturing Executives (defined as executives in companies creating a wide range of products, from mobile phones, to cars, refrigerators and television sets) are:
- - Lack of in-house software expertise
- - Increasing the speed of time-to-market
(88% say they don’t do a good job of testing their products to prior to marketing them.)
- Developing automated testing capabilit
- Coordinating with outside partners and software developers.
To resolve three out of four of these challenges, Hardware Manufacturing Executives will need to attract managers and specialists who are savvy, experienced and able to think “outside the box” in terms of manufacturing, software development and testing processes. What sort of training will enable these executives to find such talent?
Interviewing skills training is one option to to consider. Our Executive Interviewing Skills Training enables you to hear what the other person is saying as well as the meaning, motivation and agenda behind their words. This lets you to dig deep quickly and walk away satisfied that you left no stone unturned.
It’s also important to remember when you are screening potential new hires, that as much as you’re assessing them, they are assessing you. So executive training programs such as the ones we offer on Personal Presence help you expand your charisma. This really makes a difference in the impression the candidate takes away of you, and by proxy, your company.
Coordinating effectively with others appears to require good collaboration and teamwork skills. But if you are a careful, methodical person, will you really be able to collaborate effectively with people who are driven by urgency, or individuals who regard diplomacy or politics as “a waste of time?” When choosing an executive teamwork training program, be sure you choose one that addresses the personality differences that drive dissension and conflict in teams. As real life rarely unfold as neatly as a role play in a controlled training setting, it’s essential that you emerge from the training equipped to collaborate effectively with the many types of personalities you will encounter. For as increasing globalization brings developed and emerging nations together more and more frequently, you will likely encounter a far broader diversity of personalities, values and attitudes than ever before.
Teamwork training programs that cover all of these necessary bases are always an excellent executive and management training investments. Not only do they facilitate good relations within companies, they also enable you to build strong bonds with external suppliers and customers.
In the next and last part of this series, we will move on to look at the executives’ greatest challenges by industry. Instead of taking the time to address each of them individually, we’ll be examining them in point form. When thinking of the challenges we have already discussed, what common threads do you expect to see emerging? What core issues might be driving these challenges? What types of training will best address and resolve these core issues? Read on to see what we uncovered.
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[...] as we discussed in our Choosing Executive Training by Function or Dysfunction Series (Part 2, Part 3 and Part 4). Or is it chosen on the basis of apparent analysis? Could it be even more random that [...]