Organizations invest millions of dollars to provide skills training and development to help their people reach their full potential. But the world’s best training won’t make a difference if there isn’t a process in place to create sustainable results. Studies with dubious numbers won’t impress skeptical executives, but hard evidence and data that show participants who use their skills to make positive contributions to the business become champions of the value of leadership development.
Resources in this Stream
One big challenge that makes most L & D professionals nervous is having to show the impact of training in a way that makes sense to senior executives in your company.
This year’s survey identifies the ways organizations are being called upon to develop leaders who can inspire, adapt, and thrive amid disruption.
Researchers at Blanchard posed questions about innovation to executives, managers, and individual contributors.
Training won’t make a difference if learners don’t apply their newly acquired knowledge and skills.
Government leaders must have understand what generates work passion, constituent respect, and organizational vitality.
Learn how to calculate the estimated return in these three areas: employee retention, customer satisfaction, & employee productivity.
2:06In creating a leadership development curriculum for clients, we look at the entire life-cycle of a leader to identify and provide the skills that are needed at each stage of development.
1:20Discover The Ken Blanchard Companies research on The Leadership Profit Chain which differentiates between strategic and operational leadership.
Learning design experts Ann Rollins and Britney Cole encourage L&D professionals to rethink their leadership development plans to create more engaging experiences for learners.
Explore the profound connections between leadership effectiveness, employee passion, customer devotion, and organizational vitality.
Coaching makes a difference in organizations because it addresses key business issues and lets people know what they should do more of or less of to achieve personal and organizational goals.