Discover three assessments used to successfull develop high potential candidates, as well as a powerful decision making model that leverages five decision factors and how change preferences impact our ability to lead change.
HR and L&D professionals move beyond supporting the business strategy to driving the business strategy, and foster an agile, innovative culture and leaders.
Learn about the most common approaches to women's leadership that are outdated and blocking change, while discovering an updated approach to helping progress women through leadership and how to do it in 9 steps.
Discover how emotional intelligence impacts leadership resiliency and proactive tools that increase EQ and develop resiliency.
In today’s fast-paced environment where constant change is the rule rather than the exception, organizations must be prepared to quickly adapt to internal and external pressures.
At the HR Policy Association CHRO Summit, I had a chance to have lunch with the former CHRO of Procter & Gamble, Dick Antoine. Dick is also the former National Academy of Human Resources President. As a fellow professional charged with ...Read more
Explore why diversity of thought matters and 3 leadership techniques you can start leveraging today to promote intellectual curiosity, enrich group identity, and strengthen the relevance of your organization through diversity of thought and inclusion.
There is a practical approach and sequence to alignment when implementing organizational change. It may be tempting to zero in where a problem is surfacing, but by following these steps you can ensure that you align everything from top to bottom ...Read more
When I led the Global Internal Communications team at Avaya a decade ago, I had the opportunity and privilege to serve on the Human Resources (HR) Leadership Team. During my tenure, the Team would regularly talk about the fact that they did not feel like HR was a respected business unit, which had a seat at the table alongside the CEO and other C-Suite leaders.
It was common knowledge that the path there was to transition from a tactical function to a strategic function, which added significant value by adding to the company’s bottom line. However, the Team struggled with how to do this.
We tend to believe that we are seeing everything in its complete form, however, it’s not possible for us to see the world as it is. Instead, we see the world through the lens of our experiences, biases and various identity factors. As a result, the assumptions we hold shape the decisions that we make, but these decisions may be creating unequal outcomes for our employees.