There are a number of things to consider when evaluating the effectiveness of leadership training. But we think these three should gravitate toward the top of your list.
When you see the words “performance” and “improvement” sitting next to each other in an article like this, the left side of your brain usually goes on full alert. It does so because traditionally strategic discussions on the topic of improving performance favor facts, data and objectivity.
Formulating effective strategy requires working your way through any number of complexities and landing on a soundbite that intuitively describes the essence of your pursuit. To the extent that developing future leaders describes your pursuit, here are a couple of soundbites for your consideration.
As the shift to hybrid and dispersed work environments becomes normalized, virtual learning has emerged as a foundational modality for L&D leaders around the world. Now, converting historically in-person soft-skills training, like leadership, Emotional Intelligence and coaching, to virtual is a common priority across organizations. This resource is for L&D leaders tasked with expanding their […]
Training and development across the globe were reimagined to face the new and evolving needs of 2020 and beyond. This e-book makes the case for continuing training in your organization and fostering a learning culture that is flexible and resilient with change. It provides a path forward for any organization, regardless of your current starting point, to enable continuous training under any circumstances.
Jim Yong Kim immigrated to the United States when he was five years old, growing up in a town called Muscatine, Iowa. To simply describe him as talented would be to disregard the instructive value of his journey altogether. By the same token, it would be easy to do because his achievements are difficult for mere mortals to wrap their heads around.
2020 was a year that delivered 20/20 hindsight. Leaders navigated the challenges of COVID-19, racial tension and political instability simultaneously. Lives lost to disease, an economic downturn and protests dominated our news feeds. At the precipice of the new year, our 2020 challenges seem to have intensified. Polarization could cause the workplace to become more divisive.
Simply stated, some people are just ahead of their time. They understand complex problems at their core but struggle to convince those around them of a viable course of action, because the rest of us don’t possess the necessary grounding to see what they see. We would offer that Roosevelt Thomas fit this description. A Harvard-educated organizational psychologist, best-selling author and consultant, he is often referred to as “the father of diversity.”
Consider 2020 through the lens of leadership development. One year ago today, learning leaders around the world seeking to invest in the development of their leadership teams were in the process of locking in funding and travel plans to attend conferences, gain certification in credentialing programs or glean cutting-edge insights from high-profile thought leaders on the future of building great leaders. Then, leadership development took an exceedingly disruptive, and decidedly digital, detour.
Agile and resilient leaders who can effectively influence the performance and engagement of their teams have never been more in demand. Leadership training is a vital investment, so how can organizations ensure that their learners retain and apply what they learn back on the job? To answer that question, CLS partnered with Training Industry, Inc. to conduct a two-year research study […]
