Low-cost Leadership Program Essay

The surmount way for an organization to implement a low cost leadership- cookery program is to use a transformation of approaches this allow maximize organizations efforts to have well trained employees with a focus on long-term development. In the case of a non-profit organization, the best way to set up a low-cost-leadership- training program would be to set-up a training committal. The perpetration would be composed of entry-level managers, upper management, and executives. This would allow for entry-level managers to have an input regarding what the employees need training and developing on. Also, with t upper-management and executives being involved and spearheading the commissioning, it lets employees realize that the organization c bes about its employees. Once the training committal has been set up, it can then look into the variety of options they have available to them. It can send committee members to seminars, conferences, and trainings, which in turn would allow t hem to gather information and then train the organizations employees on the matter at hand.For example, a non-profit that dissembles in family and youth development can send 3 site managers and 1 area director to a BOOST conference, a three-day conference that assists non-profits with ways to fundraise, market, build relationships with school faculty, connecting with members, redirecting controvert behavior, etc. The employees that were chosen would then bring back the information they learned and recreate the training for the employees in the organization. Financially, this would be a great way for the organization to save money, while still managing to train employees. The training committee would also set up site visits to other highly productive companies and organizations. By doing so, the committee can send non-committee members as well as committee officials to do site visits to observe the work culture and environment of such company.The committee would have to brief the e mployees on what the purpose of the visit will be therefore, allowing the employees to prepare questions that can be tailored to extract information pertinent to their needs. For example, the Boys and Girls Club doing a site visit to the YMCA. Finally, managers can find themselves overwhelmed by the amount of people they oversee and allotting enough clock time to each employee. Employees have a myriadof concerns and issues that they might want to address with their supervisors. However, many times these issues are minimal but time consuming. Therefore, in order to minimize distractions and optimize productivity from lone employees and managers, circumstance up a mentor program within the organization would be a highly impelling addition to training and developing program. Long-standing company employees would be mentors to new employees. This would allow for new employees to have a person to resort to in case they have any doubts or questions.The pros of setting up a training co mmittee are low financial costs. It also allows for employees from all categories to interact and join efforts in the overall improvement of the organization. Also, if the organizations overall production increases and the organization sees sufficient growth, this committee can become its hold department in the long run.It is important to keep in mind that regardless of the benefits this may append a company, it undoubtedly will also come its consequences. In order for the company to ensure that the committee is successful, it will have to ensure that the committee members are effective communicators, great planners, and have plenty of world speaking skills. Otherwise, this will be detrimental to the committee but more importantly to the employees who will be receiving training from them. Also, trainings moldiness be composed of material that will be useful to employees, and has to incorporate alive(p) learning techniques, case analysis, and hands on interaction in order to invo lve and stimulate the employees. The mentor program might also face its problems, so when pairing up employees, upper management must ensure that personalities are compatible and that the mentor is qualified to be one.