Leadership development

by Lauren Keller Johnson

To realize their full potential, leaders need to be challenged by multiple perspectives outside their office walls. by Nick Morgan

Here's how to design a development program that works.

Performing well as a first-level supervisor is like walking the circus high wire. In both positions, the ability to maintain one’s balance when shifting forces pull in opposite directions is a measure of one’s success. First-level supervisors must be able to harmonize the demands of management, the demands of the collective work force (often represented […]

Effective corporate renewal starts at the bottom, through informal efforts to solve business problems.

In a recent blog post I wrote: An economic world turned upside down makes it easier to take a fresh look. This can open the door to making changes that will benefit you and the most important people in your life, now and in the long run….The crisis, in other words, can make it easier […]

Which kind of leader are you?

There’s no one-size-fits-all approach.

Looking for the next great opportunity to build your leadership capacity? It’s right in front of you. by Cynthia D. McCauley If you’re like many leaders, you’re constantly on the lookout for a new job to expand your leadership ability. And there’s nothing wrong with that; new positions typically offer many opportunities to learn and […]

If business schools are to consistently produce outstanding ethical leaders, they should not only focus on teaching ethics in the right way and living up to the right honor code, as Aine Donovan writes. They also need to do a much better job of filtering the people they invite into their exclusive cadres. I say […]

In the era of remote and hybrid work, their role as connectors is more important than ever. Here's what they need to succeed.

How to exude executive gravitas — no matter your age.

Identify how you feel about the decision - and how you want to feel when it's made.

To retain high-potential employees, the conventional wisdom is deceptively simple: Identify, develop, and nurture them. By paying special attention to...

To attract and retain great people, several things need to coalesce. From the extrinsic reward of a salary to the more nuanced (and more important) intrinsic reward of people feeling that they have a meaningful role, it requires thought and a proactive approach to keep talent once you’ve got it. One of the most critical […]

A five-step process for leaders to tap into the unspoken insights of those around them.

Notes on three pieces from my “Great Articles” file.

The IdeaXerox named Ursula Burns its CEO in 2009, marking the end of a nearly drama-free succession process. That was no accident: The outgoing CEO had spent nearly a decade orchestrating a smooth transition.

Look for five key competencies.

Talent development is an informal, day-to-day process.