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Launched in January 2018 to support Holman Enterprises’ corporate goal of increasing leadership behavior within dealership operations, the program is offered to nearly 400 leaders in six locations across the country.

In order to have a deep impact and see real transformation, to see our people become committed and engaged as never before in the process of serving others, leaders at all levels must educate to the point of ownership.

Gamification can provide a contrasting environment for salespeople that’s interactive, creative, fun, and offers a variety of challenges at a different pace.

In recent years, we have seen the trend increasingly move toward many companies and organizations offering lucrative job roles that do not require either a degree or a diploma, but instead require a specific skill set, especially in the technology sector.

The cloud facilitates rapid experimentation and innovation, allowing companies to try and even adopt new solutions—including learning and development solutions—without significant upfront costs.

With today’s focus on digital technology, it’s easy to neglect a simple fact: All that technology is meaningless without the right talent to put it to use. That means investing in new ways of working with, training, and hiring staff who have the correct skills.

While many top performers may also exhibit traits of high potentials for purposes of succession planning, not all top performers do. Too many managers mistake high performance as automatic high potential for leadership.

At the national, business, and individual level, what will determine our ability to survive and thrive in a rapidly evolving landscape are our levels of education and big picture awareness.

MCAP develops Gilbane’s future generation of leaders through a 24-month program that provides technical and leadership/professional development training enhanced by experiential learning opportunities.

All across the workplace, at all levels of organizations in every industry, there is a shocking and profound lack of daily guidance, direction, feedback, and support for employees. That is the basis of undermanagement—the opposite of micromanagement.