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.
Learning design experts Ann Rollins and Britney Cole share how to get the most out of your current learning technology investment to create world-class leadership development experiences.
Researchers at Blanchard posed questions about innovation to executives, managers, and individual contributors.
This year’s survey paints a picture of organizations taking experimental steps during a time of accelerated change.
Training won’t make a difference if learners don’t apply their newly acquired knowledge and skills.
Private sector and public sector organizations have three common organizational goals, which must be met for leadership to be labeled effective.
Ann Rollins and Britney Cole, two members of The Ken Blanchard Companies' Solutions Architecture Center for Excellence, identify key focus areas for L&D leaders to explore as we head into 2021.
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.
Learn the three top attributes of coach-like managers and how they can help improve performance across all levels of your organization.
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.