Supercharged!

Supercharged! Deck: What distinguished the Top Young Trainers in 2012 is leadership—putting their mark on their organizations in impressive and innovative ways.

After reading the 100 Top Young Trainer nominations we received for 2012, I was awestruck by the commitment, passion, multitasking abilities, and willingness to help others demonstrated by these training professionals. If only I could bottle their energy, take-charge manner, and ability to get things done—I would be a very wealthy woman!

As always, Training’s Advisory Board members and I found it a nearly impossible task to choose the 40 winners. We thank all the nominators who took the time to share their colleagues’ accomplishments, and we salute all the nominees for their hard work and leadership.

You’ll find profiles of the 2012 Top Young Trainers we chose beginning in the Fast Track to Success: Top Young Trainers 2012. Congratulations to the winners! “What distinguished the Top Young Trainers in 2012 is leadership—putting their mark on their organizations in impressive and innovative ways,” says TYT Judge Kevin Wilde.

So what makes training professionals such as these good leaders? For one thing, they all demonstrate the majority of traits mentioned in “Real Leaders Don’t Boss” by Ritch K. Eich, Ph.D. (Career Press, February 2012):

  1. Real leaders don’t boss. They are calm and have zero tolerance for bullies.
  2. Real leaders have a central compass. They aspire to do what’s right.
  3. Real leaders communicate with clarity, honesty, and directness, and know how to listen.
  4. Real leaders have a unique make-up. Their passion translates into a strong corporate culture.
  5. Real leaders value and support everyone they lead, out front, as well as behind the scenes.
  6. Real leaders know when to get out of the way.
  7. Real leaders are accessible. They are humble and easily approached.
  8. Real leaders know the difference between character and integrity, and why it takes both to succeed.

These traits translate across countries and cultures. But to mold global leaders, organizations also must ensure there are development opportunities, offer feedback, and provide resources and support. See “World-Class Leaders” for global leadership development tips “Leading Indicator” for the results of the Training/AMA/i4cp Global Leadership Development survey.

And while many organizations claim leadership development is a priority, they often fail to evaluate whether their programs really work. “The Bottom on Leadership,” three 2012 Training Top 125ers share their leadership assessment strategies.

Speaking of the Top 125, the 2013 Training Top 125 application is now available at http://trainingmag.com/content/download-2013-training-top-125-application.

Finally, I hope you will learn to lead your organization into the next generation of training by attending our Learning 3.0 conference, October 24-25 in Chicago. Please visit http://www.learning3point0.com to register. I look forward to seeing you there!

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Editor's Note

Training Top 125

Excelsior, MN (February 18, 2013)— Verizon picked up the No.

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