Home » Archive

Articles in the Leadership Development Category

Subscribe to the Leadership Development RSS feed

30 May 2014 | Amanda Alderman | No Comments | 3,319 views | Categories: Leadership Development, Professional Development, Professional Skills
From Business Owner to Employee: Taming Your Inner Entrepreneur

Up until 10 years ago, I always ran my own businesses. In fact, I put myself through college that way. I justified the hard work and long hours of being a business owner as the way for me to pay for school, knowing that one day I’d work for a company with vacation days, insurance and benefits — luxuries I had to pay for myself at the time. Turns out, now that I’m an employee, I’m not basking in the sun and eating bonbons while working for “the man” like I thought I may be.

Be a “T” Shaped SDLC Professional and Become Outsource Proof

The “T” shaped concept is not new, but it is foundational to worker productivity and success for organizations trying to meet the challenges brought on by the speed of disruption. Simply put, rapid change can be devastating. It brings obsolescence in a short order (think RIM), but with that devastation comes accelerated growth opportunity (think Facebook all of 10 years old).

5 Nov 2013 | Jocelyn Bérard | One Comment | 13,018 views | Categories: Leadership Development, Professional Development
Accelerating Leadership Development: How to Maximize Learning

Accelerating leadership development is not an option; it’s a must in order to meet business needs and mitigate risk. I have developed multiple ways to accelerate leadership development and help ensure we are prepared to replace our aging population of leaders. I’ll highlight three of them in this blog series. This is last of three parts.

22 Oct 2013 | Jocelyn Bérard | No Comments | 6,251 views | Categories: Leadership Development, Professional Development
Accelerating Leadership Development: Diagnose Before You Prescribe

Accelerating leadership development is not an option; it’s a must in order to meet business needs and mitigate risk. I have developed multiple ways to accelerate leadership development and help ensure we are prepared to replace our aging population of leaders. I’ll highlight three of them in this blog series. This is part two of three.

8 Oct 2013 | Jocelyn Bérard | No Comments | 8,299 views | Categories: Leadership Development, Professional Development
Accelerating Leadership Development: Identifying High-Potential Leaders

Accelerating leadership development is not an option; it’s a must in order to meet business needs and mitigate risk. I have developed multiple ways to accelerate leadership development and help ensure we are prepared to replace our aging population of leaders. I’ll highlight three of them in this blog series. This is part one of three.

19 Apr 2013 | Amanda Alderman | One Comment | 10,280 views | Categories: Leadership Development, Professional Development
Lessons I’ve Learned About Leadership from Dogs

Not the same approach works with both of them and I have to adjust my approach with them to get the desired reaction. The same goes with people. As a sales engineer I supported over 100 sales reps, so obviously my time was limited. When someone was impolite to me I was not as apt to help them over someone who seemed to appreciate me. It’s hard to admit but the truth is we are prone to go extra for people who value others time. If I went around demanding things (yanking on leashes) I am sure no one would go above and beyond for what I am asking for.

14 Mar 2013 | Timothy Bentley | No Comments | 6,627 views | Categories: 360-Degree Feedback, Leadership Development, Professional Development
Manager Improves Relationships with Coaching and 360-Degree Feedback

The senior manager was so brilliant that his bosses didn’t want to fire him. But he was wearing them out with his constant arguments and resistance to authority. They were hoping desperately that coaching would help him make changes.

7 Mar 2013 | Timothy Bentley | No Comments | 5,418 views | Categories: 360-Degree Feedback, Leadership Development, Professional Development
Using 360-Degree Feedback to Emphasize Succession Management

With senior leaders retiring in great numbers, many organizations lack candidates with the skills to replace them. Yet few are getting adequate help in planning for succession.

“I saw a growing need because of the aging of the population,” says Jocelyn Bérard, “People are just starting to retire en masse. Many organizations are saying we have a gap here and we’re concerned. Especially in government, the percentage of people who are going to retire in the next six years is frightening.”

28 Feb 2013 | Timothy Bentley | No Comments | 4,086 views | Categories: 360-Degree Feedback, Leadership Development, Professional Development
CEO Doctor Confronts Indecisiveness with 360-Degree Coaching

The CEO of a large health care organization was approaching the renewal of his contract, but the 360-degree feedback diagnosed him as lacking decisiveness.

Jocelyn Bérard, an innovator in the use of 360 with senior executives, used the feedback to show several contradictions in the CEO’s performance and helped him to make positive changes. Here Bérard describes the case.

21 Feb 2013 | Timothy Bentley | No Comments | 3,550 views | Categories: 360-Degree Feedback, Leadership Development, Professional Development
Skills Experts Advocate 360-Degree Feedback to Assess Leaders’ Development Needs

To develop effective leaders, organizations should invest in a 360-degree feedback to diagnose their development needs.

“Self-awareness adds a great deal to the growth of leaders,” says Jocelyn Bérard, “and 360-degree feedback, accompanied by an effective debrief, makes a world of difference there.”

“If people are not self-aware,” Bérard points out, “or don’t realize that they need to improve, they may not see training and development as aligned to their needs. Or worse they may not see any need for improvement.”

Bérard has found if you have X amount of dollars to spend on developing people, you should use a good proportion of it to assess them, raise their self-awareness, and make their boss aware of what they need.