厅处科三级干部领导力培训的现状、问题与对策

The Leadership Training for Cadres of the Department,Division and Section Levels: Status Quo,Problems and Countermeasures

本文在对某干部研究班的8名领导干部结构化访谈的基础上编制了《领导力培训调查问卷》,以此对400名各级领导干部进行了问卷调查,形成了229份有效问卷。通过问卷调查剖析了我国厅、处、科三级领导干部培训的现状及存在的工学矛盾突出导致领导干部难融入、把增加领导者的知识存量作为领导力提升的着力点、单一的授课形式难以实现教与学的互动和领导力培训效果评价机制亟待建立健全等问题。完善厅处科三级干部领导力培训需要革新领导力培训理念、灵活领导力培训时间、创新领导力课程设置、实行多种互动授课方式和建立健全培训评价机制。

Based on the structured interview with 8 leaders in a cadre training class, the research compiles a Questionnaire on Leadership Training and uses it to survey 400 leaders of specific levels, providing 229 valid copies. Through the questionnaire survey, the status quo of training for leading cadres at the department, division and section levels is analyzed and not a few problems are found. For instance, it is difficult for leaders to attend training due to the serious contradiction between work and learning, the increase of knowledge stock is treated as the key to improve the leadership, it is difficult to realize good interaction between teaching and learning because of the monotonous form of teaching, and it is urgent to establish a formal mechanism for evaluating the effect of training. To perfect the leadership training for cadres of the department, division and section levels, we should change the idea of leadership training, arrange for the time of leadership training flexibly, innovate in the setting of leadership curriculum, adopt diverse forms of teaching, and establish a mechanism for training evaluation.