With so many moving parts to consider (i.e., individual skill sets, departmental structures, technological applications and beyond), learning leaders’ own personal development can become a difficult process to stay on top of.
Leadership is one of the most common topics organizations provide training in, spending over $1.5 million just on external leadership courses in 2016.
How can two coaching conversations, where everything seemed the same on paper, turn out so differently in practice? Managers who are new to coaching quickly discover that no two coaching conversations are alike – because no two people are alike.
What are the soft skills that young employees are missing that their older colleagues value the most? They can be boiled down to some key behaviors in three “old-fashioned” categories: professionalism, critical thinking and followership.
Have you ever left an important conversation and felt like you weren’t talking about the same topic? How many times have you wondered what the other person was thinking?
Explore how the Pearman uses Jung’s work to enable you to understand your natural talents, your learned talents and how to learn to be more agile in using them.
Knowing how your behavior affects others helps you adjust it when needed, and when teams use personality assessments it can help them work more effectively together.