For leaders, the emphasis is on the intellectual, mental and emotional aspects — in a word, it’s about mindset.
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Learning and development (L&D) is dependent on clear and compelling language to get through to learners.
It didn’t matter how wonderful the learning was if leaders weren’t prepared to support it.
Learning leaders come to L&D from various backgrounds and experiences, and oftentimes, find themselves in uncharted territory with a limited network of support.
Laura is a certified professional in training management (CPTM) and also performed certifications of instructors to teach for NASA at the Kennedy Space Center.
The role of L&D on the strategic landscape has expanded exponentially over the years, and today features clusters of integrated and sophisticated responsibilities.
Let’s take a look at some key considerations for laying the groundwork for a successful internal leader development program.
In a world where communication and decision-making flowed from the top of an organization downward, feedback became the glue that kept the hierarchy together.
Amid so much ambiguity and change, leaders that demonstrate interest and concern for people are more necessary than ever.
Constructive feedback is a powerful tool for improving performance, enhancing relationships and achieving more together.