One of the essentials to our Intentional Leadership Development approach is the fact that it is highly unlikely that a given set of leaders in the same organization will have the same developmental needs at a given time. Why? Because no two leaders have been through the same developmental experiences … Continue reading Intentional Leadership Development – One Size Does Not Fit All
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Just What Is Job Performance
Like many of the paradigm shifts we are seeing in talent management, the paradigm of what constitutes effective job performance is rapidly evolving. Much of this has been influenced by the research on social networks in organizations and the benefits of aligning organization goals and objectives with employee objectives. Network … Continue reading Just What Is Job Performance
The 3 Keys to a Successful Career Transition: Let Go, Preserve, Add On
Research has shown that 4 out of 10 leaders fail in the first 18 months in a new position. To avoid this potential derailment, I work with leaders-in-transition to basically reinvent themselves at each career shift . This means that at each career change there are: New skills that must … Continue reading The 3 Keys to a Successful Career Transition: Let Go, Preserve, Add On
The Career Success Equation
I was working with a large technical firm on a strategic planning project. We had assigned one team of high-potential engineer/leaders to explore one key strategic topic – the role that culture plays in the current and future success of the enterprise. After careful research, the team created a great … Continue reading The Career Success Equation
Leadership Development: Build It In, Don’t Bolt It On and Never Learn Alone
I often begin Leadership Development discussions by asking the question, “What occurred in your past that makes a difference in how you lead today?”. I’ve probably asked this 100 times and the results are always the same. Leaders report that they learned meaningful skills by navigating a variety of challenging … Continue reading Leadership Development: Build It In, Don’t Bolt It On and Never Learn Alone
Intentional Development: You Can’t Be It Until You See It
One factor that we often in find in failing leadership development programs is when companies employ a long , complex list of “key” leadership competencies. On their own, each competency makes sense but, in total, the complexity creates confusion and results in development efforts that don’t have an impact on … Continue reading Intentional Development: You Can’t Be It Until You See It
Intentional Leadership Development: Build It In, Don’ Bolt It On
We often begin Leadership Development discussions by asking the question, “What occurred in your past that makes a difference in how you lead today?”. We’ve probably asked this 100 times and the results are always the same. Leaders report that they learned meaningful skills by navigating a variety of challenging … Continue reading Intentional Leadership Development: Build It In, Don’ Bolt It On
Intentional Leadership Development: Have a Planned and Targeted Impact
One of the essentials we espouse to help cure the The Sad State of Leadership Development is to assure that any initiative begins by framing the development in a manner that clearly links outcomes to effort, linking “Why is this important?” to “How is this accomplished?”. This framing sets the stage … Continue reading Intentional Leadership Development: Have a Planned and Targeted Impact
Intentional Leadership Development
What Ben Franklin Knew About Leadership Development
Since his birthday was in January, there was a recent flurry of articles and posts about olde Ben Franklin. One of the articles referred to the character development system that Ben created at the age of 20. In his autobiography, Ben attributed much of his success to regularly focusing on … Continue reading What Ben Franklin Knew About Leadership Development
