Depending on the decade, there seems to be widely divergent definitions of leadership development. Based on the research and my experience in what works in this new millennium, I define Leadership Development as a deliberate and systematic process to: Identify critical leadership competencies, Identify pools...
Read More >There are many keys to effectively executing an organization’s strategy. In my opinion, the most critical factor is assuring that the organization has the capacity to execute strategic goals and objectives. I call this creating a strategy-capable organization and it highlights the role that talent plays...
Read More >I recently had the privilege of visiting several of US’s most successful and admired organizations, including Google and Facebook. It was a marvelous opportunity to experience how these rapidly growing and innovative firms leverage culture. A comment by our Facebook host really stuck with me....
Read More >Why do we need a strategy? Seems like a strange question but I’ve had it come up in conversations with leaders, especially in companies that have been successful without a written/published strategy. (What I often find is that they really do have a strategy in...
Read More >A colleague recounted a perspective from an HR client that said they didn’t think that companies neither needed to assess their leadership talent nor do formal succession planning. Instead, the HR functionary believed that good leaders just “naturally bubble to the surface.” My colleague and...
Read More >I hate to admit it but the first time I facilitated a group process was in 1979. I’m sure that first effort wasn’t pretty but it started me down a career-long study of the art and science of facilitation. It was one of the best...
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