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.
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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.
Anyone can command people to act a certain way and could find some success in the short term. For sustainable change to occur, however, leaders must do more than demand different behavior. They have to shift mindsets.
Our stories about meaningful leaders we've known are different (of course), but they are usually grounded in several central themes.
Improving alignment between the achievement of business goals and leaders’ skills starts with the creation of a business strategy, followed by a leadership strategy, followed by a leadership development strategy.
As leaders, managers and participants in life, we all need a subtle nudge to remember that the most powerful influencer of behavior is simple reinforcement of things going right.
There are four reasons people avoid coaching: time constraints, discomfort with discussing difficult topics, lack of confidence and coaching skills, and fear about how others will react. The costs can be significant.
Training Industry produced 74 webinars this year, covering a broad spectrum of L&D topics across the market. The most popular webinars of 2018 shared insights for learning leaders to improve training and performance at their organizations.
Companies that transform their businesses, shift their cultures and execute on new strategies have senior leaders who model those changes. These leaders don’t just talk the talk but walk the walk. They aren’t afraid to get their hands dirty.