Any leader moving into a new role — whether a rookie or a veteran — has a tremendous responsibility and often a steep learning curve. Even if onboarding extends for a few weeks, the learning will need to be reinforced. Onboarding — whether you call it that or label it as continuous learning — should continue as long as necessary for leaders to get the support they need.
Almost half of organizations (46%) believe developing workplace mentors is an important or very important part of their business and talent strategies; 30% believe the quality of mentoring is good or excellent.
Brandon Hall Group, the organization behind the largest and longest-running awards program in Human Capital Management, announced the winners of the 2021 HCM Excellence Award. Organizations from around the world were honored this year with either Gold, Silver or Bronze awards for their HCM programs, strategies, processes and systems.
Less than three weeks after combining into a larger, publicly traded company, Skillsoft Corp. expanded its leadership development portfolio with the acquisition of Pluma, a digital coaching platform that’s a great match for Skillsoft’s focus on helping organizations build a future-fit workforce.
The costs of failing to communicate with other leaders in the organization go beyond raising HR’s profile with leadership. One of the major effects of not connecting with other leaders is the inability to support the business in all ways that HR can and should. However, the other big consequence is that HR itself will suffer by not having the resources needed to meet the needs of the business. Brandon Hall Group research shows that more than half of all HR teams are only “somewhat” ready to handle future challenges.
Teams are the future of work. In 77% of organizations, at least half of work is accomplished in some sort of team, 2021 Brandon Hall Group research shows. The work done in teams is expected to increase in the next two years in 65% of those organizations.
Brandon Hall Group research shows that praise and recognition have a big impact on employeeengagement and retention. Building a culture of recognition and appreciation is critical to driving the trust and engagement needed to succeed in today’s business environment.
It all starts at the end: What are the business outcomes you want your leaders to drive? Then teach, reinforce, enable practice and coach them to reach those behaviors.
Bob Rosen’s six factors for scalable leadership development — anchored by a universal leadership model used at all levels of the organization — are the keys to success in making current and future leaders successful.
One of the top reasons leadership-development programs are not more successful, according to our research, is that leaders believe they don’t have enough time to learn. The real reason is that the culture in many organizations — which top leadership is responsible for — does not give leaders time to learn.
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