The Regis Company
FEBRUARY 7, 2019
There are many shiny objects available to corporate development training companies to infuse their programs with from a wide array of technologies (i.e.: It’s actually surprising how few corporate development training programs really challenge their participants to stop and think. badges, leaderboards). Seems obvious, right?
Great Leadership By Dan
SEPTEMBER 18, 2012
When it comes to leadership development, I’ve always been a bit of a curmudgeon. Here’s the way I’ve always thought about leadership development: There is no such thing as a natural born leader - it takes a lot of HARD work to become one. In fact, if you’re having too much fun, I doubt you’re really developing.
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Great Leadership By Dan
MAY 28, 2019
On the agenda, was a business simulation that was akin to an outdoor scavenger hunt. The participants were divided into small groups and each team was asked to spend a few hours strategizing and developing a plan that would lead to the best and fastest way to find items and “collect” associated winnings.
Harvard Business Review
OCTOBER 14, 2016
Edelman estimates that one in three employees doesn’t trust their employer — despite the fact that billions are spent every year on leadership development. Part of the problem: Our primary method of developing leaders is antithetical to the type of leadership we need. Developing Tomorrow’s Leaders.
Harvard Business Review
MARCH 12, 2015
If you’ve participated in a training or development program in the past two decades, chances are you took an assessment designed to increase self-awareness. While you may have discovered your “type,” “profile,” or “style,” it probably did little to make you a more effective leader or team member.
Harvard Business Review
JUNE 29, 2018
Developing good relationships is a crucial aspect of leadership. Research shows that when people have a good relationship with their leaders, they’re more motivated, they perform better, and they’re more likely to go the extra mile to support their team. TommyL/Getty Images. whether they were positive or negative).
Harvard Business Review
SEPTEMBER 7, 2015
Books are great to foster intellectual understanding but are not interactive and do not reflect the reality of busy schedules and declining attention spans. And coaching or mentoring approaches have great merits for personal development, but are hard to scale. Live pilots are highly realistic but costly, time consuming and risky.
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