Make DEI Training Foundational in Your Organization When done well, diversity, equity, and inclusion (DEI) training creates space for courageous conversations that acknowledge hard truths around systemic inequities and explores topics that touch on peoples vulnerabilities in all facets of their lives. Expert facilitator Maria Morukian provides the guidance you need to develop the knowledge and skills required for DEI training.
To thrive in spite of increased change, first learn to lead yourself through it and then lead others. We've had ample opportunity the past two years to practice leading ourselves through change. According to the 2020 Gartner Employee Change Impact Model Survey, on average employees face 39 changes per year, and that number is expected to keep rising. Yet, despite all that practice, people aren't getting better at leading through change. That's because as a society we are change fatigued. And that fatigue is slowing us down. The combination of increased change...
As Senior Vice President of Talent, Learning, and Insights at 3M, Kathryn Coleman shares how her team is meeting emerging skills needs, explains the role of mentoring and coaching at 3M, and describes her own personal leadership philosophy.
While theres plenty of advice on how managers should give effective feedback so individuals can act on it and improve performance, theres less guidance on what to do when youre on the receiving side. Here are some reminders on how to accept opinions, advice, and criticism about your performance so that you build the trust and confidence of the people with whom you work.
All the leadership competence wont mean anything if employees dont trust you. Less than one-quarter of working-age adults in the study said they would offer more ideas and solutions if they felt they could trust their leaders to support them, and one in five would be willing to work longer hours if they could identify leaders they could trust.
Why is that and what can be done to change this thinking?For years, managers convinced executives that soft skills could not be measured and that the value of these programs should be taken on faith. Executives no longer buy that argument but demand the same financial impact and accountability from these functions as they do from all other areas of the organization.In Proving the Value of Soft Skills, measurement and evaluation experts Patti Phillips, Jack Phillips, and Rebecca Ray contend that efforts can and should be made to demonstrate the effect of soft...
Because companies recognize the business impact learning has on organizations, the talent development leadership role is experiencing unprecedented expansion in scope and responsibilities. To show current and aspiring talent development leaders the changes and growth occurring in the roleand what those shifts might mean for themthe Association for Talent Development (ATD) and the Institute for Corporate Productivity (i4cp) collaborated on new research based on the experiences of learning leaders worldwide.