Using Leadership Development Simulations with Tomorrow’s Leaders

Using Leadership Development Simulations with Tomorrow’s Leaders

With a large portion of baby boomers retiring or set to retire in the next decade, organizations are looking to replace these leaders. It can be a challenge for companies to find people with the skills they want or need.

People coming out of college may not have the same ideals and desires for certain types of business. Plus, as technology becomes more and more a part of how businesses operate, there is a skills gap in many areas.

What are a skills gap and how businesses fill that gap for success and survival?

Skills Gap

A skills gap is a difference in what corporations or employers need and want and what their workforce has to offer. This includes hard and soft skills. Hard skills are what people are coming out of college with, knowledge, know-how and computer savvy.

Soft skills are more difficult for people to ‘learn’. Communication, patience, empathy and even leadership skills. These skills take practice and experience. Both hard and soft skills are needed.

Identifying Skills Gaps in Your organization

The first step is to define your company’s objective or objectives. If you already have them in place, perhaps revisit them and see if they are still valid. You may have noticed a need for more technology training or leadership skills.

Once you have a clear objective, then you need to break down the skills that will be needed to achieve that objective. Then, look at the skill sets you already have and the ones you will need. This will allow you to see where and what types of training or new recruits you will need.

Once that has all been figured out, you can get to work at closing that gap. You can look within the organization for people who would be suitable for these positions and begin your training and development.

Closing the Skills Gap

This is becoming a major project worldwide. People not only are retiring and changing the way they work, but the changes in technology are having a massive impact, as well.

Organizations are on red alert for retraining and training their workforce. Technology and a mass exodus of the workforce are two of the major reasons. Digital transformation is coming on strong and the need for strong leadership is needed globally.

Any plan must be designed for lifelong learning. There are too many variables in the world of business and technology to think it’s a one-time affair. It needs to include accelerated learning and also an insight into what the future skills requirements will be.

Using the Tools You have

Training starts by utilizing the tools you have. Starting a training and development program must include mentoring. By teaming up a younger staff member with a senior executive, they can pass on their knowledge and advice.

Mentors are an excellent choice for training new recruits or team members. They have experience, knowledge and they know the organization perfectly. Mentors have the unique ability to help mentees with soft skills.

People learn better from people they look up to and admire. Having the current leaders passing on their knowledge with a few fun stories makes it more enjoyable and helps people retain information.

Business Simulation

Training and development must change because the way people learn has changed. Even those coming right out of college likely spent a good portion of their learning online.

People can learn from home and on their own time with simulated programs, apps, board games, and interactive virtual situations. Plus, the people coming out of college these days have spent their entire lives online.

Business simulations for leadership development (aka: Leadership Development Simulations) are the best way for training and developing people for the new world of business. It gives them first-hand experience in a real-life situation. All without risk.

Training and Development

Business simulations make learning more interesting, more fun and people learn much faster. Because they are so accurate it gives the learner a very clear idea of what they can expect in that role. It also lets them know ahead of time whether it is really something they want to do.

We learn by doing and what better way than to learn with peers at your own pace? Simulated learning is an ideal way to train people for management positions and other leadership roles.

Many people advancing to leadership positions fail because they lack adequate training and experience. Business Simulations allow them to fail without any risk or repercussions. They can also try several different methods and experience different results and outcomes.

Tailor-Made Training

Have your business simulator designed to true life situations that occur at your organization. Arm your employees with the best training and skills for moving your organization into the future and success.

These can be done in group situations for team building exercises and training. They can an app for individuals who may need to revisit it more often and on their own time. They can try different methods and experiences ever reaction and situation that will come up.

They help people relax and give them the ability to think on their feet and make decisions they would in a real leadership role. With simulators, they can see the results and try again for other results.

Your Future is Now

Things in the business world are changing rapidly. Staying competitive is always challenging but now, more than ever, organizations need to train people to become leaders.

Take advantage of the senior sector you have on hand to develop the best training and development programs you can. Get your current staff and new recruits up and running as soon as possible.

Between retiring leadership and management and people coming out of college with very few skills that are actually needed, it’s the best time for your organization to do your part.

The company needs strong leaders and these positions don’t come naturally to most people. Teach them how to communicate, strategize and think about how everyone can get on board for the future of the company.


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