You have likely heard it before: The world of work is changing — and at breakneck speed. The workforce is in a constant state of disruption, compounded by a record-low unemployment rate and low levels of employee engagement.
If your company does not have a leadership development program in place, or if you haven’t given much thought to how your company will make an orderly transfer of leadership responsibility, 2020 is the year to focus on this critical planning.
The gender leadership gap is well established and well known. However, it differs across industries. In health care, women represent 65 percent of the overall workforce but only 30 percent of the C-suite and 13 percent of CEO roles.
Join us for this complimentary Training Industry webinar, sponsored by D2L, to explore modern learning that enables positive business outcomes and helps organizations stay ahead of the curve when faced with rapid, transformative change.
Nothing is more important to an organization’s future than ensuring that it will be well led into the future. But what happens if the organization has no plan for leadership succession?
The lifeblood to any business is identifying and grooming future leaders. However, it isn’t simple.
While there are many interrelated factors contributing to the well-known gender leadership gap, it’s clear equalizing leadership training is an important step.
Leadership training programs often target learners based on their leadership level. This focus enables customization, so leaders learn what they need to know in order to be successful at their current level and/or to advance to the next level.
Our organizations often focus on their figurative pilots and flight attendants to the exclusion of other key personnel in our succession planning efforts.