There is no universally accepted definition of leadership. But like identifying talent, we know it’s important. We know when we see it in action, but it’s much more ambiguous when we try to define it.
Our current workforce includes five generations of workers, and there are now more millennials in the United States workforce than there are baby boomers. Millennials have different expectations of leaders than previous generations.
How do organizations develop next-generation leaders who can navigate changing labor norms and disrupted markets? A forward-looking approach requires more than effective strategy development; it requires leaders to master how to shift mindsets and culture.
More than any other generation, millennials rate professional development as important. To accommodate the growing demand, savvy HR professionals are budgeting for co-learning that combines expert knowledge and peer-to-peer mentoring across companies.
Only 7% of Fortune 500 executives believe they can retain their high-potential employees (HiPos). CEOs are worried about whether they will have the right leaders to tackle future challenges, and they’re looking at HR and talent development for answers.
Partners In Leadership, LLC, the firm that guides clients in defining Key Results™, shaping Cultural Beliefs® and solving Accountability Gaps, announces the release of Propeller: Accelerating Change by Getting Accountability Right.
We may not know exactly which technical skills organizations will need in five years’ time, but soft skills will always be in demand. Here are three of the soft skills leaders can work on today to ensure they are equipped for the future.
Understanding the science behind manifesting our greatest potential is key to the development of future leaders.