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
Blog
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
Leadership Development and Business Performance: Proving the Link
I’ve had several occasions over the years when executives have asked me whether the time, effort and dollars invested in leadership development makes as difference. My answer is always a qualified, “Yes”, if the leadership development focus and approach is built from the company’s strategy (and not the latest fad) … Continue reading Leadership Development and Business Performance: Proving the Link
The Sad State of Leadership Development – and a Solution
It’s estimated that U.S. companies spend over $14 billion annually on leadership development. Match that number to the abundant and growing research that finds most leadership development to be ineffective and the conclusion is a phenomenal amount of waste. A 2015 study by the Brandon Hall Group found that 81% … Continue reading The Sad State of Leadership Development – and a Solution
Uncovering Your Company’s Top Talent
Your best source of top talent may be right under your nose. I’m often impressed by the results of a robust talent assessment process. Invariably, organizations that take the time and effort to do effective talent assessments create a clear picture of the overall capability of their organization. Invariably, robust … Continue reading Uncovering Your Company’s Top Talent
Why It’s Critical to Be Even Better at Firing Than Hiring
During a tour of Google headquarters in 2014, our host described the impressive amount of time and effort the entire company put into hiring the best talent. However, he went on to proudly state that Google was even better at firing people. Why would the world’s #2 Most Admired Company … Continue reading Why It’s Critical to Be Even Better at Firing Than Hiring
The Talent Abuse Epidemic
It may be due to benign neglect or to unenlightened leadership. It’s more likely the result of reliance on long-standing unproven or pop-culture practices that just won’t go away. I’m referring to the continued spread of talent management practices that detract from an organization’s ability to thrive. This epidemic continues … Continue reading The Talent Abuse Epidemic
