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Measuring Leadership

The impact of a toxic executive can be substantial, including the loss of star employees and departments that fail to reach business goals. Well-liked but ineffective leaders can be equally damaging, impeding a company’s profitability.

Leadership development programs are commonplace; less commonplace is an effective way to measure if they work. Companies are making an effort to determine whether and how leaders—and their organizations—are benefiting from these programs.

Build Trust

An employer can be a force to fear, or a force for trust and cooperation. More companies are discovering ways—including specific training—to build trust with their employees, fostering greater productivity and higher employee retention in the process.

Full Circle Feedback

360-degree reviews and coaching for leaders can foster a culture of openness and engagement.

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Measuring Leadership
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INDUSTRY INSIGHT: AGILITY - THE MISSING LINK IN EMPLOYEE DEVELOPMENT

Agile. Nimble. Resilient. If organizations want to keep up with an ever-evolving world of work, these are the types of people they need to hire, retain, and, most importantly, develop. But how can organizations continue to support their employees’ growth and success in a rapidly changing workplace? The key is agile employee development.

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This Industry Insight article is provided by Saba Software. Download this new guide to find out why career agility is the new competitive advantage – and how your people can become career acrobats to propel their career to new heights.

What Makes an Exceptional Leader?

By Dennis N.T. Perkins “For scientific discovery, give me Scott; for speed and efficiency of travel, give me Amundsen; but when disaster strikes and all hope is gone, get down on your knees and pray for Shackleton.” —Sir Edmund Hillary

Spin Doctor for Customer Service

By Dulce Gonell-Holderby, Training Account Manager Signature Worldwide Dealing with customer complaints is not fun. We all have been through an experience in which the customer was not a happy camper. So how do you prevent this unhappy customer from passing on their negative experience to their friends, family, and the world, especially since we are a society of technology and we share things at a moment’s notice?

Taming the Uncivilized Beast

By Jeff Cohen Ed had two reputations. In financial circles, he was perceived as a confident, larger-than- life and creative CFO. At his company, he was known to direct reports and colleagues as the “equal opportunity abuser.” Arrogant and caustic, he often treated anyone who disagreed with him with hostility and sarcasm. After receiving this feedback, the president had heard enough about Ed’s incivility and brought in an executive coach to “straighten Ed out.” The coach was given three months (it took eight) to help Ed modify his acerbic behavior.

Train to Last!

By Shirzad Chamine, Chairman, CTI Billions of dollars are wasted on training and development each year. Within six months of most expensive trainings, whether meant to strengthen leadership skills, emotional intelligence, selling ability, or customer service, many participants can barely recount what they learned or point to what has changed.

Creating Memorable Seminars

By Hank Moore, Corporate Strategist Meetings, seminars, conferences, and retreats are mainstays of business. Many fail to achieve goals because they are not unique. Thus, folks are highly selective about those they will attend. Here are some tips for organizing and executing successful seminars:

Transformational Leaders

By Randy Harrington, Ph.D., and Carmen E. Voillequé Chapter 1: Evolutionaries It is difficult to manifest and sustain strategic clarity in a world where thousands of tasks bog down the days and the rules seem to change the moment we gain momentum. The sad truth is that most organizations are simply trying to reduce the frustration of a beleaguered staff who see winning as surviving, biding time until some external force defines their options and direction for good or ill.

Leadership Development that Really Works

By Mark Miller, VP, Organizational Effectiveness, Chick-fil-A I’ve been selling chicken for more than 30 years and in the training profession for just over a decade. However, throughout my career, the question of leadership development has been ever present. In the early days, we had a sophisticated process for leadership development. I call it emersion and osmosis. It was built on two tenants:

10 Tips for Leaders to Make Your Meetings GREAT!

By Mark Miller, Vice President, Organizational Effectiveness, Chick-fil-A Meetings matter. If done well, they multiply our time, increase our productivity, tap into the collective wisdom and creativity of the group, yield better decisions and better results. Let’s face it—most of the meetings we attend are not the model for productivity and efficiency. Done poorly, they are a colossal waste of time. Here are 10 tips to help your team master a few basics for empowering your meetings, starting today.

Training: Mandatory or Not?

By Dan Cooper, CEO, ej4.com A large organization was talking about expanding its initial entry into e-learning and made a statement common among trainers: “We’re not ready yet to make our training mandatory.” This usually means they have tried to require training in the past and received enormous push-back from learners and their managers. So they’re twitchy about the whole idea. Typical causes for the push-back include:

The Engagement Problem

By Rohit Bhargava In 2007, global professional services and recruiting firm Towers Perrin conducted a survey of nearly 90,000 employees in 18 countries around the world. The aim, as it was every year, was to spot some trends in how satisfied employees were with their jobs and what they were thinking. Unlike many other surveys, this was global and reported back on countries individually in the results. What they learned was concerning: The global workforce is not engaged. on the job.

Soapbox: Consultative Leadership

By Jim Hornickel, Director, Training & Development, Bold New Directions
There are as many schools of thought about leadership as there are leaders. But in the larger view, one can say there are two basic types: leading “at” and leading “with.” And these two opposite models or sets of comprising actions can be called “Command and Control” and “Consultative Leadership.”

Supercharged!

After reading the 100 Top Young Trainer nominations we received for 2012, I was awestruck by the commitment, passion, multitasking abilities, and willingness to help others demonstrated by these training professionals. If only I could bottle their energy, take-charge manner, and ability to get things done—I would be a very wealthy woman!

10 NFL Coaching Principles

My grandfather, George Halas, was one of the original founders of what is now the National Football League. He played professional football himself for 10 years and coached for 40. My mother had 11 children, enough to field our own team. Today, she is 89, yet very much involved in the management of one of the greatest sports enterprises, the Chicago Bears. My father’s family included educators, musicians, and military men. Growing up in the

The Bottom Line on Leadership

By Margery Weinstein
Any organization with a comprehensive training program has a leadership development curriculum. These programs include everything from conventional classroom learning with guest speakers to high-tech simulations and lavish retreats. There also may be mentorship thrown in, as well as multiple job rotations. Despite the well-rounded curricula, many companies don’t do enough to determine whether any of it is working. With budgets still tight in an uncertain economy, companies need to ramp up their efforts to better assess their leadership coursework.

World-Class Leaders

By Margery Weinstein
Your future leaders’ creativity and problem-solving skills have been honed in leadership courses, but that doesn’t mean they are ready to use those skills to further your company’s place in the world. With emerging markets in Asia, South America, and other areas of the world, your workforce needs to have an understanding of and interest in cultures beyond the city or town they are based in.

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Training Top 125

Applying for the Training Top 125 can showcase your training effectiveness and help L&D earn a seat at the executive decision-making table. Learn more...

From the Editor

Dwarfed by a giant screen, the slender, raven-haired speaker nevertheless commanded the stage as she exhorted the audience to “STAND FOR SOMETHING! And stick to it!”

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People are an organization’s most valuable asset,” the saying goes.

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The 2016 Emerging Training Leaders are leading lights at their organizations, shining examples of how strategic-minded, results focused, and people-oriented Learning and Development (L&D) profe

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