Employees navigating your organization will always be better prepared when they are guided by other leaders and actively share knowledge with them. You can utilize external executive coaches to provide objective advice and goal-setting skills, and you can create a mentoring program to bridge the generational and skills gaps in your workforce. Learn how to evaluate the effectiveness of these programs, and demonstrate the ROI of creating a culture that actively supports coaching and mentoring.
Critical thinking isn’t just a buzz phrase in higher education these days. Critical thinking is consistently rated by employers as being a skill of increasing importance, and yet a recent study showed 49% of employers rate their employees’ critical thinking skills as only average or below average.
Employers claim that the critical thinking skills gap is a significant problem with new hires, specifically in recent graduates. In fact, only 28% of employers rated 4-year graduates as having “Excellent” critical thinking skills. So, the burden and expense of training/developing those skills rests on the employers.
Ask any CEO about the importance of critical thinking, and you will hear nothing but support and admiration for this essential skill. Most (69%) will even tell you about how they assess critical thinking skills in the selection process.Read more
It’s been a few months, so let’s recap what we’re looking at here. We want to know if females in leadership roles have an obligation to be role models and mentors for younger women looking to follow in their footsteps. I am certain, despite my best efforts in Part 1, some of you are still thinking:
Why do we care?
We all know, and have come to despise, the statistics that point out just how unequal women are in the workforce. Even those of us who are blessed enough not to feel that stigma, we know there are masses of other women out there who do, on a daily basis. So, put plainly, we care because it matters. We need a way to enlist the masses of young women entering the marketplace, especially those with degrees seeking leadership positions. Without their buy in, nothing changes. We continue to lose. I don’t know about you, but I’m a sore loser. Graceful, sure, but I don’t like it.
If you ask a five-year-old to tell her about your coach, you’ll probably hear about the adult who helps keep her soccer or T-ball practices running smoothly.
Ask the same question of a five-year-old enrolled at Turkey’s Isikkent Schools, and you can expect a very different answer. That’s because there’s a good chance she has already partnered with a member of the Isikkent faculty who completed a coach-training program accredited by the International Coach Federation (ICF). Isikkent’s innovative coaching program impacts the lives of every member of the Isikkent community, from students and teachers to administrators, support staff, and even parents. Coaching at Isikkent is more than just a student- or faculty-development service: The administrators who implemented the program took pains to ensure that coaching would form the very foundation of the school’s culture.
The key to the layered learning process is that it links the associate’s development to support and involvement with his or her direct supervisor.
Each suite is developed to create repetition, follow up and reinforcement as well as accountability, tracking and measurement.
What participants around the world tell us about their learning is that they appreciate that each module is succinct and that they get a chance to practice, drill and rehearse in a safe learning environment.
Over the last few decades, the workplace has been fundamentally altered by many things—some tangible—such as improved technology, physical workspaces, benefits—and some intangible—including globalization, the speed of decision making and increased transparency to both internal and external audiences.Read more