Bryan Bennett, Author at Elite Leadership Academy

March 4, 2022November 29, 2023

Leadership Impact Assessment Results – Directors

We have already released analysis from our Leadership Impact Assessment (LIA) for the C-Level Executives and Vice Presidents (see all of the results and the LIA background at MeasuringLeadership.com). To reiterate, it’s important to measure the outcomes from leadership training, but most organizations don’t incorporate it for one reason or another. Without any way of measurement, the individual and/or organization can’t empirically know what needs to be improved.

“If you can’t measure it, you can’t improve it.”
– Peter Drucker

March 1, 2022November 29, 2023

Leadership Impact Assessment Results – Vice Presidents

Recently, we began releasing analysis from our Leadership Impact Assessment results. In the last newsletter, we analyzed results for the C-Level executives in the data. It’s important to measure the outcomes from leadership training, but most organizations don’t incorporate it for one reason or another. Without any way of measurement, the individual and/or organization can’t empirically know what needs to be improved.

“Without data you’re just another person with an opinion.”
– W. Edwards Deming, Data Scientist

February 23, 2022November 29, 2023

Leadership Impact Assessment Results – C-Level Executives

Over the last few weeks, I’ve been discussing the importance of measuring outcomes from leadership development programs. Most organizations don’t do it for one reason or another. Without any way of measurement, the individual and/or organization can’t empirically know what needs to be improved.

February 15, 2022February 15, 2022

Measuring Leadership: A Case Study

In an ongoing leadership development training program, we conducted 3 cohorts of the Elite Leadership Training (ELT) program at a hospital in Chicago. The second cohort included leaders who reported directly or indirectly to the organization’s C-Level and other top executives to the leaders, who participated in the first cohort. The second cohort was the largest and the one which yielded the most data to analyze, which is the subject of this case study.

February 1, 2022March 2, 2022

Leadership Development Programs Need to Be More Accountable

Many believe that leadership growth is not something that can be quantifiably measured . Leadership experts regularly expound on how well their leadership development training works without any proof to substantiate their claims. When asked about how they know it works, the answers typically fall into 2 categories, “We can tell” or the dreaded, “We believe it worked.” Neither of these are acceptable to an organization or an individual that has spent their time and money for the training. With the right tool, a well-designed leadership development training program can easily be quantifiably measured.

“If you can’t measure it, you can’t improve it.”
– Peter Drucker

January 6, 2022November 29, 2023

The Elite Leadership Matrix

A critical component of our leadership definition is that leaders must “…direct and inspire a team or organization to reach a goal or follow a vision…”. They must be able to provide direction AND inspiration. They have to direct them by defining the goal or articulating the vision as well as inspire them to do whatever is necessary to reach the goal.

January 4, 2022January 4, 2022

What is the Path to Elite Level Leadership?

We all know when we are around an elite leader. They are the ones who light up a room by their mere presence. They are the exceptional leaders that people want to work for, people want to hear speak, and people want to know. It’s easy to identify elite leaders by talking to the people that work for and with them. If you listen closely, you’ll here how much of an impact they make in their organization. Their people will readily run through a wall for them. If you can’t meet them in person, read about them on social media. They’ll be the ones not just with the most ‘Likes’, but with the most comments about them from people who currently and previously work for them, which shows their engagement.

January 3, 2022January 3, 2022

Reflecting on 2021 and Preparing for 2022

Each January, I like to reflect on what I accomplished in the last year and how those actions have prepared me for the upcoming year.

Reflecting on 2021

Last year was a very big year for me and my leadership training. I had more than enough work to keep me busy. I also wrote new courses on visualizations and storytelling for a couple of universities. I spoke virtually for several conferences and webinars during the year. The highlight was “Ten [Healthcare] Leadership Lessons from the Hamilton Musical” I presented for AMN Healthcare. It was a topic I had been contemplating for a few months and happy to have a chance to develop and present it. It was well received by their participants and has been presented to other healthcare and non-healthcare organizations throughout the year with great reviews.

December 23, 2021January 4, 2022

Season’s Greeting from the Elite Leadership Academy

We wish each of you a wonderful holiday season. It was a challenging year, but we all hung in there and continued to lead every day! Look for my annual reflection soon and some exciting news for 2022.

Thank you for your ongoing support through your engagement throughout the year. As a gift, you can download the Kindle version of my book, The Path to Elite Level Leadership, for free starting Friday, December 24 and ending Monday, December 27 at midnight. Please enjoy and share this throughout your networks. You can download from Amazon at: https://amzn.to/3H98Pk1

May your holidays be blessed and your new year safe!

Bryan Bennett
Chief Leadership Impact Officer

December 9, 2021December 9, 2021

What is Elite Level Leadership?

Find out in this short video. The summary points are, it’s:

1. Process-based for continuous improvement
2. Personalized to the individual’s unique abilities.
3. It incorporates a follow up and feedback loop to make sure you’re properly implementing what was learned and to monitor leadership growth.
4. It is practiced every day.