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 ...Read more
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 ...Read more
The growing trend of providing coaching and mentoring to larger employee populations has left many organizations scrambling to implement models and programs which can serve to support their unique development needs. Instead of throwing darts at a ...Read more
Listen to this eight minute interview with Carmen Allison Vice President, Global Talent Development at Williams-Sonoma, Inc on measuring learning outcomes and revising L&D offerings.
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.
Recommendations and best practices for implementing coaching offerings that will empower young, emerging leaders on their leadership development journeys.
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:
In this follow-up podcast to HCI and ICF's Signature research, Building a Coaching Culture, we discuss important tips to consider as more organizations implement coaching skills in their day-to-day performance management and employee ...Read more
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.”
Leadership development and training opportunities are brought to the workplace for a number of reasons. An analysis may have uncovered the need to improve performance, increase productivity or decrease response times. The organization may wish to ...Read more