Successful leadership development relies on combining a number of development experiences and connecting them back to the workplace. No matter how good the content of a workshop may be, classroom training alone is not the most effective way to accelerate the development of leaders in an organisation. Many HR & Training Directors think that the answer
Antoinette Oglethorpe talks to Michelle Blieberg of Time Warner about creating talent development programmes that are designed for the needs of the business.
Last week I had the honour of working with 8 World-Class Talent Development Professionals. I was the Chair of the Leadership Development Track at HR Vision in London and the speakers included: Shannon Banks, HR Director Talent Management, Western Europe Microsoft Pip Clark, Principal Consultant and Director, Assessment & Development Consultants Ltd Louise Brownhill, Chief
Are we divided by a common language? I’ve been reviewing 360-degree feedback with senior leaders this week as a starting point to their coaching programmes. And it made me realise that, while behavioural frameworks are valuable tools, they’re not enough to set performance expectations. And then this made me think about what can go wrong when
Earlier this year I presented at the Association for Coaching Conference. The theme of the conference was “Time to Develop” and my session was about the role of coaching and mentoring in talent management strategy. After a preamble looking at the talent management challenges faced by organisations and why talent management is important, I went
Developing a leadership pipeline is a challenge for most organisations. You need to think through how to develop your high-potential employees. Perhaps this post can help. An insight from my own experience Let me start by sharing some of my own experience. You may be surprised to hear that I consider myself fortunate that I
One of the challenges I see often in organisations is that Talent Management focuses heavily on identifying who should be on the succession plan and who is considered a leader of the future. And that’s where it stops. Once the names are slotted into the relevant grids and boxes, nothing happens until the following year when the
Do you have great leaders in your organisation? Are they delivering the results you want? If there is room for improvement, you’re not alone. That was the situation for one of our clients too. The client, a community health care organisation, was looking to turn around the performance of the organisation and overcome the following
Is there one leadership style that is better than others? I don’t believe so. The most important thing is that leaders are versatile and adapt their leadership style to the needs of the situation. That was the challenge one of our clients asked for our help with.Our client was one of the UK’s largest mental
Performance management is sometimes seen as a pejorative term. But it shouldn’t be. Performance management is the responsibility of every individual in an organisation. You want everyone to be delivering the results needed for the organisation to achieve its vision. You want a performance culture that will support that. That was certainly the desire of
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