Just when we’ve absorbed everything we need to know to develop effective training for millennials, along comes a new demographic joining the workforce. For the last of the baby boomers, recent hires are not their children but their grandchildren.
Many innovative organizations are exploring reverse mentoring: a method that takes mentoring and flips it on its head. In reverse mentoring, the mentee is the older, more senior leader, while the mentor is the more junior, often younger, employee.
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.
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.
The digital age has changed how we work and collaborate. The name of the soft skills game is adaptability, curiosity and cultivating new networks. The whole organization, not just its younger workers, needs to adapt.
Building succession plans is a critical task at every company, yet very few are prepared to replace leaders when they’re lost. How do you identify your high-potential, next-generation leaders?