LEAD was designed to accomplish the following goals for the organization around development and advancement of top talent, foster and support the culture of learning and to accelerate the performance across the organization. By improving the performance of these Executive Directors, we improve strategic execution and the likelihood of strategic success.
Your organization’s future depends on a healthy pipeline of talented leaders, but how do you ensure today’s high potentials are ready to meet the challenges of the future? In this HCI Keynote video, Carmen Allison, Vice President ...Read more
Peter Drucker is credited with coining the phrase “culture eats strategy for breakfast”, referring to the importance of organizational culture for the success of a company. And since culture is derived from the leadership and employees, the assumption is that getting the best talent can ensure you create the best working culture for your business.
Now, what is that phrase regarding assumptions?
Zero in on mentoring strategies that have a track record for facilitating career advancement for high potential women.
Success at the corporate level depends in large part on the ability to accurately describe, evaluate and predict the present and future state of organizational leadership. A clear leadership model is the foundation for promotion management, building succession plans, and managing high –potential programs. The challenge is to define a clear concept of leadership and yet still leave room for individual differences, innovation and alternative approaches. This challenge of balancing the needs of the whole while valuing the contributions of its parts is amplified in multi-cultural corporate environments.
Bridging the knowing-doing gap of global leadership is no easy task HR leaders must learn a well-designed model that can liberate the organization to pursue new international markets more strategically.
What do you do when everyone wants to be a leader, but there aren’t enough openings to go around? In this HCI Keynote video, Brian W. Cook and Debra Stam of Parkview Health describe how a “followership” development model is ...Read more
In Part 1 of this series we introduced the concept of an Abundance Mindset and the three different types of work environments: Abundance Based, Uncivil, and Abusive. Part 2 addressed the “Why bother?” and how to start detecting scarcity thinking. In Part 3, we focused on individual based solutions, and now we are ready to move into organizational culture solutions.