Leadership Development

Being a leader in uncertain times provides many challenges, and women placed in leadership roles want to make a good impression despite the risks of the positions. How has the glass cliff impacted women during the unforeseen global pandemic, and how can learning leaders address flaws in the leadership pipeline that favor other people?

The common thread in all the success stories we’ve seen is demonstrating the business-critical impact L&D teams have.

Organizations need to have managers that people want to work for. This requires a different approach to developing managers.

People are desperately looking for leaders they can believe in — leaders whose focus is on serving the greater good.

When it comes to rapidly changing industries, professional development isn’t just a nice way to attract and retain talent, it’s a necessity.

No matter what you do, what title you hold or what industry you are in, you owe it to yourself to be intentional about your own professional development.

Managers are the best tool companies have to combat burnout, improve performance and increase retention. Instead of piling onto managers’ already overflowing plates, CLOs must challenge stakeholders to take a long, hard look at what it takes to be a manager in today’s workplace and urge partners to shift management expectations to focus on the human side of the job — and they must provide a framework to empower managers with the skills needed to overcome human problems like burnout.

An equitable investment in all employees, an inclusive approach to development and an embracement of diversity of all kinds will help organizations leverage their talent. And by democratizing leadership development rather than rewarding a small segment of employees, organizations can make significant strides toward improving not only performance, but also retention and engagement.

As you plan leadership development initiatives for 2022 and beyond, consider these four opportunities to make a meaningful impact on the careers of women leaders.

When DEI learning and development is treated as a separate training to other leadership development offerings, they are almost never treated with the same level of importance by leaders.

Leaders will benefit most when they get the right development accompanied by insights to reveal whether they’re truly applying what they’ve learned. It’s this combination that’s key for leadership development success today — and a strong leadership bench for the future.

With the leadership pipeline being the worst it’s been in years, now is the time to better prepare high-potentials for leadership opportunities in the future.

Coaching is a powerful tool that has evolved into a mainstream activity.

When you share your leadership point of view with team members and colleagues, you’ll build close, trusting connections that will help you, them and your organization flourish together.