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Global organizations pursue integrated organizational strategies to maximize the flow and leverage of resources worldwide to optimize results for the total organization. These principles can serve as a global guidance system to support the decisions and actions of organizations, teams, and individual leaders.

Derailment is a phenomenon all too common in organizations. Highly successful middle managers are identified as having potential to move up and eventually take on senior-level positions. Yet there are those who don’t live up to that assessment. They plateau below expected levels of achievement, or they reach higher levels only to fail, resulting in being demoted or fired.

Global IT consulting company Avanade’s Sales Effectiveness initiative transformed the sales workforce by taking a systemic approach to training as a component of a broader talent management strategy called Skill Family Revitalization (SFR).

Digital health agency Klick uses the “technology as a trainer” philosophy to embed data-driven training into its culture and everyday operations. Genome helps Klick identify when someone needs to learn a particular skill. That triggers an automated process that takes the team member’s unique profile into account.

A virtual presentation is still a presentation, so do everything you would for a live event, including interviews, conference calls, audience discovery, research, assessments, and add polls and questions to engage the audience. Practice is especially important, given the technology involved.

Succession planning can be the lifeline of talent development and retention, especially when connected to selection process and strategy. Here are some do’s and don’ts for building a robust succession plan.

Loyalty is not about the perks; loyalty is an emotional feeling you get from those who care about you as a person.

Global contract research organization PPD’s Clinical Foundation Program (CFP) for clinical research associates (CRAs) is a six-day, comprehensive program focusing on theoretical knowledge and practical application skills for monitoring clinical trials.

Today’s employee learning and development initiatives need to shift from preparing employees to solve known problems, to preparing employees to fill jobs that don’t exist yet. How do we do that? We have to rethink learning content in order to shift the strategic focus of employee development to reflect the broad influences of demographics, technology, behaviors, and future needs of both employees and the organization.

Humor does not interfere with your ability to educate. The same techniques that keep people watching a TV show after they really should be going to bed can be used to make people focus on your training longer than they otherwise would.