Leadership Coaching

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Coaching Through the Frame of Neuroscience

September 8, 2015 | Racheal Govender

While executive coaching is gaining momentum worldwide as a valuable part of the leadership development journey, the field of neuroscience is providing a better understanding of the inner workings of the brain and evidence of the benefits of ...

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A Flight Plan for Goal Setting

October 9, 2015 | Sophie Bizeul, PCC

Beginning a coaching session or engagement without a specific goal in sight is like putting a client on a plane with no destination: She ends up going from place to place, unsure of where she’ll land next and running the risk that she ...

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9 Reasons Leadership Development Fails

May 18, 2015 | Fabio Malagisi | HCI

Leadership development programs have grown in popularity over the years. It seems that all companies crave leaders and many are turning to formal leadership development programs as a means to develop talent. Proceed with caution however, as this is an easy idea to come up with but difficult, potentially expensive and definitely time consuming to execute. When it works, it can be a great success, however often these efforts turn into fancy websites vs true development mechanisms. Below are my top reasons why leadership development programs fail. 

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Coaching Young Leaders

May 20, 2015 | Hilary Oliver

Recommendations and best practices for implementing coaching offerings that will empower young, emerging leaders on their leadership development journeys.

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Strengthen Your Leadership Bench Before It’s Too Late

December 1, 2014 | Bill Catlette | HCI

In recent discussions with classes of undergrad business school students, I posed the question, “How many of you aspire to a professional leadership role in business, government, or other organization?” In each case, 100% of the students answered in the affirmative. I didn’t say so at the time, but two divergent thoughts were crossing my mind, pretty much simultaneously:

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Ditch Your 9 Box and Simplify Succession Planning for Success

October 16, 2014 | Amy Hirsh Robinson | HCI

To the shock of some and the delight of others, I always advise clients and HR colleagues to ditch their 9 Box tool if they want to engage in successful succession planning. For those unfamiliar with the tool, the 9 Box is essentially a chart or grid commonly used to examine talent within the organization and to make succession planning decisions. Placement of potential succession planning candidates in the 9 Box is determined by ratings of performance and potential – both based upon a three point scale (low, moderate, high). Each of the 9 boxes or categories derived from the ratings are labeled. For example, the high performer/high potential category may be labeled “Consistent Star.”
 

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