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Learning Agility and its Role in Leadership

CLO Magazine

One of the great mysteries of leadership development programs, succession planning initiatives and high-potential efforts is how effective they are at capturing the results of past efforts and predicting the capability of someone to master as-yet-unknown challenges. Learning agility, which focuses on the ability to perform in the future, provides an answer. Ross School of Business, summarizes learning agility as involving two elements — speed and flexibility.

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10 Reasons Leaders Should Mentor Others


In the process of writing Good to Great, Jim Collins’ team found that “great” companies have one thing in common: leaders who mentor others. However, while many senior managers will speak to the influence their mentors have had on their careers, many will also point to the role that mentoring others has played in their development. Wondering why it might be worth your limited time to seek out opportunities to mentor others? A mentor.”


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Creating a Culture of Servant Leadership

CLO Magazine

Servant leadership is all about enriching the lives of others, building better organizations and ultimately creating a world that is more caring and equitable. In fact, many studies have indicated that organizations that are servant-led actually perform better and yield higher returns. It is specifically good for business to practice servant leadership within your organization. Seven Pillars of Servant Leadership” by James W. Mentor, coach and develop.

The Importance of Being Agile in a VUCA World

ID Reflections

We are well aware that to survive and thrive in the VUCA world, we need to be agile in all respects – in learning, towards change, regarding work as well as life. We talk about learning agility, organizational agility, individual agility, agile as a philosophy and much more. Yet, we are still unclear as to what makes an organization agile. All of this requires us to be agile – in principle and in practice. Agile complexity VUCA Workplace Learning

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How to Develop Leadership Competencies in Your Millennials


What leadership competencies do Millennial managers need to develop to effectively lead our next-generation workforces? A study from leadership development firm DDI confirms that Millennials are ambitious and eager to lead if they find a company and role they value. Which Key Leadership Competencies Must Millennial Managers Develop? Business writing, business communications, and in-person speaking are all essential leadership competencies.

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Growing a Model for Leadership

CLO Magazine

Building a leadership pipeline is important, and a clear leadership model can link strategic areas of the business. But moving forward, the company chose to invest more heavily into leadership building after studying the state of the industry and talent. One challenge — thriving in an ambiguous environment — stood out in particular and formed the core of Mindtree’s leadership approach. “We Building a Leadership Model . Or they can mentor a start-up.

Driving Performance Through Learning with Andy Lancaster


Towards the end of 2019, David James spoke with Andy Lancaster , Head of Learning at the CIPD and author of the Kogan Page published book ‘ Driving Performance Through Learning ’, on The Learning & Development Podcast. For Andy, performance is not a contentious word.

Establishing a Global Career: Mentors Share Their Insights


In a recent Ask Me Anything, we highlighted Everwise mentors with expertise in global project management and cross-functional work with teams around the world. Lisa Foulger , Founder, Lisa Foulger Leadership Solutions. All three mentors agreed that their moves to international careers weren’t planned going into the start of their careers. Part of building relationships is ensuring that everyone on the team is on the same page and that you are up-to-date on their performance.

Agile Leaders: Born or Bred?

CLO Magazine

Leaders who can thrive in any business environment share one important trait: agility. “You need someone who’s good at processes and procedures, analysis and decision-making, who’s even-tempered and a good listener but who can make decisions,” said Jim Concelman, vice president of leadership development at global human resources consulting firm Development Dimensions International. Mental agility. People agility. Change agility.

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5 Lessons Learned from 16 Years in Leadership Development


Below are five lessons I’ve learned about leadership development – lessons that I think will stay relevant even in learning environments full of VR and AI learning. 1) Leadership development is social Managing and leading people is not a spectator sport. Yet often we think of leadership development primarily as a challenge in how to deliver content - the latest conceptual frameworks, assessments, case studies, and tools. How do stories fit into leadership development?

High Performance Learning with 70-20®

Fort Hill Company

Areas of focus include developing market mastery and specialization across the board, as well as building a strong leadership and management pipeline to support rapid growth. One of RGF’s Managing Directors took the lead role in sponsoring strategic L&D Initiatives, the centerpiece of which is hosting a series of high-level Academies focused on advanced sales management and leadership/management master classes for the Executive Search, Management Search and Selection businesses.

Beyond the status quo: how enlightened CLOs can enable true employee readiness

CLO Magazine

But workforce readiness today demands more than just learning, content or collaboration by itself; it demands an agile approach that combines all three to drive measurable business impact. To improve performance, there are five additional capabilities every company must adopt to enable true employee readiness. Access, speed, practice, collaboration and insight are the hallmarks of an agile approach. There’s a massive shift underway in the world of learning and development.

Keep Growing Your Organizational Learning Pyramid

CLO Magazine

Robust offerings would bring together the technology, behavioral and functional skills needed for the employee to perform their role effectively based on the business context and the need of the organization. Careers are no longer narrowly defined by jobs and skills but through experiences and learning agility.”. Rapidly advancing technologies and agile and team-centered business models are driving organizations to redesign themselves.

Executive Education Excellence

CLO Magazine

CLO: Can you talk a bit about your new New York-based executive education program, Driving Leadership Potential, targeted toward high-performing millennials? We are] aware of this and designed a program that is rigorous and helps young high-potential individuals in organizations take performance to the next level. There’s parts of the program which have to do with a personalized leadership growth journey where we are working on their life story.

Pinnacle Performance Systems Launches Cohort Executive Coaching

CLO Magazine

Cohort Executive Coaching aims to provide leaders with access to executive coaching by combining coaching, mentoring and cohort group work into a structured development process. 8 Pinnacle Performance Systems Inc., ” Cohort Executive Coaching aims to provide leaders with access to executive coaching by combining coaching, mentoring and cohort group work into a structured development process. Source: Pinnacle Performance Systems Inc

This Is What I Believe About Learning in Organizations

The Performance Improvement Blog

This is a future in which workers are smarter, more agile, and more innovative. At its core, any high performing organization is about learning; continually using new information to become smarter, better, and more effective. Consider the alternatives: just-in-time e-learning (desktop and mobile), coaching, mentoring, simulations, on-demand video, and experiential-learning. Work is No Longer Work . The nature of work is changing.

Diamonds in the Rough

CLO Magazine

Unfortunately, according to the same study, despite investing about $14 billion in leadership development, only 8 percent of these companies felt they had a good leadership development process. In my experience working within corporations, the missing ingredient needed to make these huge formal leadership-training in-vestments pay off is opportunities for experiential learning. Still another organization offers a tech approach to leadership development and learning.

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Women and Diversity in the Workplace: Do Your Inclusivity Initiatives Measure Up?

CLO Magazine

Focusing on diversity only in recruitment, for example, could backfire unless it’s reinforced at other touchpoints , from hiring and onboarding to performance reviews and L&D. In a culturally agile workplace, all functions need to play together. Provide specialized coaching/mentoring. Women from multicultural backgrounds can benefit from having a coach or mentor with whom they can surface unconscious biases , discuss options and hone their communications skills.

#MeToo in Mentorship

CLO Magazine

And nearly half feel uncomfortable participating in common work activities with women, including mentoring them. This consequence of #MeToo is occurring just as the value of mentoring women is clearer than ever: Our latest leadership re-search found that of the nearly 2,500 companies studied those with at least 30 percent women leaders — and at least 20 percent women senior leaders — have a major competitive edge. Leadership Development #MeToo company leaders mentorship

Cohort-based programs can develop leaders at all levels

CLO Magazine

Moreover, the cohort (community-based) nature of such leadership development programs helps nurture the traits of collaboration, teamwork, empathy, communication, social dexterity and emotional intelligence that are so essential to effective leadership of others in modern-day work settings and organizational environments. Each of us has facilitated numerous cohort-based leadership development programs in corporate and academic contexts.

Creating a Women’s Development Program


Last month, Everwise hosted a popular webinar on “Designing a Women’s Development Program” with Kelly Simmons, a Solution Architect at the Center for Creative Leadership. A specialist in applying systems thinking to organizational, team and individual leadership development , Kelly has merged a solution-focused approach with learning and development, culture change, coaching and facilitation to engage organizations to meet the wide range of situations that they face.

The most important time to support a woman’s career development is in her 20s

CLO Magazine

Leadership development at the start of a woman’s career is proving to be a major contributor to greater numbers of women reaching the C-suite. A recent KPMG study of more than 3,000 women found that early development of leadership skills boosted women’s confidence and competence. So, how can organizations direct much-needed attention to leadership development of early-career women? At my organization, I see firsthand the value of starting leadership development early.

How are You Developing Board-Ready Female Leaders?

CLO Magazine

Further, Marsh said, “A certain level of tension or conflict in a boardroom helps encourage varied approaches and often leads to boards being more agile and aware of customer issues.” report, “Diversity Matters,” which looked at the impact of diversity on organization performance, researchers found companies that ranked high in gender diversity were 15 percent more likely to have financial returns above the medians in their respective national industries.

MOOCs In Workplace Learning – Part 2: Designing a MOOC


While the onus of continuous professional development is gradually shifting to the employees, there is an increasing dearth of skills required to successfully run today’s organizations – from skills like leadership for a networked age to understanding analytics and its impact on various organizational functions. The new age of work requires novel and emergent skills, people with learning agility, and organizations that will enable and empower their employees.



While the onus of continuous professional development is gradually shifting to the employees, there is an increasing dearth of skills required to successfully run today’s organizations – from skills like leadership for a networked age to understanding analytics and its impact on various organizational functions. The new age of work requires novel and emergent skills, people with learning agility, and organizations that will enable and empower their employees.

Business Landscapes Are Changing, Let Your Employees Know They’re Valued


What you perceive keeping up with competitors and staying agile could read as no longer needing the very skills employees originally brought to the table. Instead, give kudos where kudos is due and stress the point that their excellent performance was a catalyst for a new role and opportunity–not a punishment. New role onboarding frames the change as an opportunity, while mentoring and coaching helps employees feel empowered.

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Why You Should Encourage Leaders to Play Games

CLO Magazine

We should use them at companies too, including for leadership development. Many companies are experiencing significant leadership gaps and an insufficient leadership pipeline, primarily due to the increasing pace of change in the global economy. So, why don’t more companies use games for leadership development? When it comes to games for leadership development, modern technology demands tablet touch interface, 3D visualization and wireless backups.



ABOUT CHARLES JENNINGS (Managing Director, Duntroon Associates): Charles Jennings is a leading thinker, practitioner and consultant in the areas of performance improvement, change management, and learning. From 2002 until the end of 2008, Charles was the Chief Learning Officer for Reuters and Thomson Reuters where he had responsibility for developing the global learning and performance strategy and leading the learning organisation for the firm’s 55,000 workforce.

What are the 5 latest elearning trends? The word on the street at #LT20

Saffron Interactive

We also had interesting discussions with senior members of high performing organisations about their focus for the coming year. Point of need/ performance support tools. Point of need and performance support tools have started to become part of the L&D vocabulary again. It’s becoming increasingly clear that agile, modern solutions are required to plug the skills gap urgently. Behavioural science Blog Chatbots Point-of-need performance support tools

Effective Manager Development Program at Scale


Last month, Everwise hosted a popular webinar on “Effective Manager Development at Scale” with Kim Bolton, Program Director, Leadership Development at Unum Group. A specialist in leadership and talent development, Kim creates systems that help talent reach their maximum potential, fosters an environment of trust and positivity and encourages leadership mentoring. Through a series of focus groups, a leadership team identified the critical behaviors for success in Unum.

Team Learning Up With Talent

CLO Magazine

This not only puts pressure on learning leaders to demonstrate value in different and potentially unfamiliar ways but also gives them an opportunity to address critical business needs, said David Jackson, partner in Mercer’s Talent, Leadership and Organizational Performance unit in Baltimore. Or this partnership will help engage high performers through career development programs and ensure they stick around to become the next generation of leaders.

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The Reskilling Revolution versus the ‘clay layer’

CLO Magazine

Forty-six percent of respondents indicated that a lack of leadership capability is a barrier to adoption. Human skills such as emotional intelligence, leadership and social influence, creativity and critical thinking rank among the top 10 emerging skills for the next decade.

Building a learning culture: How to manage stakeholders

Learning Pool

For businesses to be competitive they require agility and the ability to change in response to market forces. It too needs to be agile and ready for change. Their focus is on improved productivity and performance translating into increased revenue.

Time for a New Look at Learning: Or What I Learned from Reading “Informal Learning at Work”

He’s been the director for a major IT company, founder of People Alchemy , and leadership consultant to blue chip clients. His book, Informal Learning at Work: How to Boost Performance in Tough Times , sums up his experience and advice in this area. If you can harness this informal learning, you can create what Matthews describes as an “agile learning organization.”. Agile learning organizations: Align learning goals and activities with business goals.

How to Build a Simple Digital Learning Strategy that Works


To start, you have to first ask your organisation the right questions, then build your solutions around the answers if you are to be more impactful to your organisation’s performance. Your digital learning strategy needs to facilitate new systems, new starters, new processes, new products, new markets, new innovations, regulatory compliance, licenses to operate, continuous improvement, performance opportunities / resolving gaps, new promotions and leadership roles, and new ways of working.

3 Types of Future Jobs


As an example: Today’s teacher would become the teacher of the future, which would be divided into three models: professionals who would create online training, others who would put it online on different platforms and others who would specialize in learner mentoring. It would act in terms of defining the right problematics — for example, predicting performance — solving it using data science and usefully interpreting the results obtained.

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Learning 3.0: How does your organization stack up?


One key takeaway from the Aberdeen Group study is how best in class organizations provide employees with a diverse spectrum of learning opportunities and experiences , and want a learning solution that captures learning that’s taking place informally – on the job, through coaching and mentoring, and through social connections and knowledge sharing. Best in class are planning to invest more money in L&D than all other performers or organizations.