Digital technologies and modern business models have disrupted almost every aspect of business. Industry leaders need an entirely different set of skills and capabilities, which calls for a new definition of leadership.
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There are crucial moments that happen throughout our day, weeks and careers that become defining moments. The routine, good work we do day in and day out can easily be tainted by one bad day, one bad interaction or one bad blowup.
In a fast-changing business world, there’s no such thing as certainty. Are you equipping your leaders with the skills they need to outmaneuver competitors as the digital revolution intensifies?
Having an ego isn’t the problem. The challenge is that the ego’s leading role is to generate drama – unproductive behavior that keeps business leaders and their teams from delivering the highest level of results.
How can an effective leader influence and inspire, drive for results, or innovate without strong communication skills? It’s often effective communication that sets great leaders apart from other strong contributors on a team.
African companies seeking to drive sustained high performance have the unique opportunity to define the future of work and use the underlying themes as differentiating factors on how they attract, identify, develop and deploy their talent.
As HR and L&D leaders look for ways to modernize their leadership programs for the digital economy, it is important to recognize six factors that distinguish leadership development today from that of the past.
Understanding the role L&D should play in succession planning is similar to the analysis that any good manufacturing leader goes through when deciding whether to “make or buy” a product or service.
Training and development is a tool in the leader’s arsenal that helps engage, retain and grow talent, and mitigate the risk of no successor (or a poor one).
The talent you display in one role positions you for a promotion to another, then can wind up at the core of your struggles once you get there.