Training Project 1 Organizational Executives A business organization constitute of various interdependent business functions including finance, marketing and accounting that require professional management through the entire process of planning, organizing, leading and controlling. Besides, management encompasses subordinate supervision and inspiration. Further, it necessitates an in-depth understanding of the immediate workforce, acting per the set regulations and constant communication to the junior members through forums such as meetings and conferences. Overall, managers and other top business executives have a coordination function, imperative for ensuring strict adherence to the standard policies and standards for long-term organizational success. Understanding the Group, Ways it is Familiar and Reasons for its Selection Executives constitute a highly ranked organizational position primarily responsible for passing major corporate decisions, offering management function and act as the primary link of communication between various regulatory groups. Through their ability to provide strategic and operational leadership to the company, setting goals and ensuring effective strategy execution in an organization, the group constitutes an imperative organizational arm in facilitating its operations. Importantly, the executive team provides the organization with a cultural DNA through which the respective members collectively functions and interacts, thus depicting the possibility of improved organizational performance following the administrative functional improvement. The possession of strategic focus characterizes highly effective executives through establishing an organizational vision that enables them to get a balance between the risk involved and the presenting opportunities as evidenced by my familiarity with the group at specific times during my working in a particular organization. They also function through a collective approach Training Project 2 and primarily prioritize organizational goals over individual aspirations. The efficiency of the team is further facilitated by team interaction where they respect distinct individual differences and apply effective listening and communication skills. The primary reason for the selection of the postulated group is the recognition of the need for their constant training, just like all other organizational workforces for overall performance improvement. Notably, the executive’s competencies have a direct impact on organizational success, thus, increasing it could translate to improved company performance. Specific Training Needs of the Executives, the Reasons why they need the Training, Presence of a Current Training Program and its Deficiencies The primary purpose of organizational workforce training is to foster individual and overall organizational improvement to facilitate service delivery and excellent outcomes. Among the critical areas that the group could be offered continuous professional development training on include the modern trends of technological information communication that have become prevalent in the contemporary corporate world, and have been integrated into almost every business’ operations. Additional areas for training include the innovative ways of developing and managing people, development of innovative business opportunities to facilitate performance in the rapidly transitioning society and additional issues related to the community. Other critical areas for training encompass effective communication skills, approaches to teamwork, improved decision-making processes through a structured decision-making approach and areas related to organizational problem-solving. Organizations should also train executives on empowerment approaches and aspects of empathy, mainly when dealing with employees. Benefits associated with leadership training include an increase in organizational productivity through enhancing the identification and elimination of prevalent external and Training Project 2 internal threats to the overall entity’s productivity. For instance, leaders have an increased capacity to eliminate any friction among team members and solve emergent communication issues. The process is also imperative as it improves the overall office culture that results in improved employee satisfaction, for instance, through empathy. Training also fosters organizational agility in response to the changing consumer and market requirements. It enhances transparency between the top management and other subordinate workers, mainly through the improved communication patterns. Overall, individual executive confidence is enhanced besides an improved ability for the formulation and implementation of organizational strategies. As training is vital for the overall workforce, organizations continuously offer training programs for the all its workers in various dimensions including the areas the organization deems essential and that which aligns with the long-term organizational objective and goals. Among the notable deficiencies in the modern training regimes include poor executive attitudes towards the training sessions and at times fail to note the correlation between the training and overall business outcomes. Besides, compromised organizational systems impede the training system, for instance, in instances of psychologically unsafe environments and prevent the execution of the afore-planned entity mandate. How to Teach the Group Differently from the other Groups Approaches to adopt in conferring training to the organization’s top employees encompass a prior alignment of the corporate culture before the commencement of the actual training session to aid in a clear definition of the values, roles, responsibilities and relationships of the organization with the workers. The group teaching also necessitates the establishment of organizational needs, for instance, on team leadership and change leadership topics, explicitly Training Project 2 defining the measurable training objectives as this facilitates an enhanced focus on the prospected long-term business outcome. The training sessions also need to be practical, and considerably brief, attributed to the executive’s busy schedule, and should encompass a segregated timeline where leaders are required to speak to each other, for instance, by fostering a question and answer session. Importantly, the training session should include not only the topmost organizational executives but also members of the middle management, and overall, an effective training session is a massive corporate investment with probable significant returns. An organizational executive constitutes a significant managerial group, critical for the standard functionality of the entity and necessitate constant training to improve their skills and continually acquaint them with the requisite capabilities imperative for smoothly running the organization, as training often have multiple benefits. Managers and other top executives have a coordination function, essential for ensuring strict adherence to the standard policies and standards for long-term organizational success. Future research should be on among the executive’s core areas that need more focus for improved long-term functionality. 
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