In 2008, Google sought to answer a common question that many companies ask: What makes a great manager? Its leaders not only wanted to hire great people but also develop great managers.
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More than any other generation, millennials rate professional development as important. To accommodate the growing demand, savvy HR professionals are budgeting for co-learning that combines expert knowledge and peer-to-peer mentoring across companies.
Understanding our personal lens on how organizations work (our organization mindset) and adjusting our thinking will change our behavioral approach so we can become more effective in leading for high performance in our organizations and teams.
Reaching the top of an organization doesn’t necessarily mean someone is prepared and skilled for the job. What do learning and development leaders need to know about executive leadership and the training required for senior leaders to be successful?
Involving leaders in training initiatives has many advantages — if you do it well. Here’s why you should consider involving your organization’s leaders in company training initiatives, how to do it successfully and the impact you can expect to see.
It’s unusual to find an executive today who isn’t aware of the benefits of engaged employees. But despite its being a priority for nearly every leader, engagement gains overall have been minimal. Many leaders are wondering what they are missing.
While skills are indeed critical for employee and manager development, skills alone will not suffice. The solution requires an intentional focus on two important factors in leadership development programming: emotional engagement and vertical development.
YO announced the launch of the YOL Mindful Leadership Cohort program, designed for executive and emerging leaders seeking a competitive edge. The offering extends YOL's learning programs designed to increase compassion, performance and productivity.
It can be daunting for seasoned professionals to acknowledge what they don’t know, but addressing knowledge gaps is the first step toward training an executive to lead your company into the future.
Whenever I talk to leaders and managers about self-awareness, someone usually says, “I don’t need any of that. I’m already self-aware.” Usually, they’re not. Not even close. Leaders lacking in self-awareness typically display one or more...