Identifying and Filling the Gaps in Your Leadership Practice

April 23, 2023November 29, 2023

Identifying and Filling the Gaps in Your Leadership Practice

After having lived in the Midwest most of my life, I have come to recognize spring as pothole repair season. It usually takes place from December to April as municipalities repair potholes caused by the snow, rain and ice from winter storms. Already in 2023, the city of Chicago has repaired 215,000 potholes. If not repaired, potholes can damage a car’s tires, alignment and undercarriage, as well as posing a problem for bicyclists.

July 22, 2022November 29, 2023

The 3 Reasons You Need a Leadership Resources Management Solution Right Now!

If your organization has not already implemented a leadership resources management solution (LRMS), here are 3 reasons why you shouldn’t wait another day.

An LRMS is a data-driven approach to managing an organization’s leadership resources. It enables more informed decisions in promotions, assignments, retention and hiring and is supported by an assessment tool that produces quantifiable, repeatable and unbiased results. It replaces subjective interviews, relationship-based promotions and selections and can be the difference between keeping and losing your best leaders, the difference between identifying and missing high potential hires, and the difference between promoting people based on leadership potential or on prior functional success.

June 22, 2022November 29, 2023

10 Questions to Determine if you Have a Results-Driven Leadership Program

A leadership program should be an asset for any organization to enroll their people in to drive growth. Too many of these programs are simply motivational speaking exercises without providing any clear direction on what the attendee should do when they walk out the door. A well-designed leadership program should motivate the attendees to become better leaders and provide them with the tools to implement a personalized leadership strategy. Once this is done, the organization should be able to measure quantifiable results from their investment.

March 4, 2022November 29, 2023

Leadership Impact Assessment Results – Supervisors & Managers

This is the last in the series of data analysis from our Leadership Impact Assessment (LIA) data. This analysis is for Supervisors (11% of the population) and Managers (45% of the population). You can read the LIA overview and see all of the results at MeasuringLeadership.com. We cannot stress enough the importance of including some measure of accountability in your organization’s leadership training. Without a plan for an empirical, quantifiable and repeatable tool for measurement, an organization cannot track leadership progress or determine if the program is yielding an adequate return on investment.

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

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.

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.

October 14, 2021November 29, 2023

Featured Elite Leader – Larry Quinlan, Former Global CIO of Deloitte

“Mentoring may not be a formal relationship but may be more natural and instinctive.”
– Larry Quinlan, Former Global CIO of Deloitte

From the book, “The Path to Elite Level Leadership.”

Learn the program. Be accountable. Improve your leadership!

March 18, 2021November 30, 2023

The 5 Critical Gaps in Your Leadership Development

There’s an old advertising adage that goes, “Half the money I spend on advertising is wasted; the trouble is I don’t know which half.” What’s true in advertising is probably even worse for most leadership development programs. Organizations spend over $3.5 billion dollars on leadership development worldwide each year. Unfortunately, much of this money is wasted because a wrong or incomplete approach to leadership development is chosen that doesn’t lead to sustained leadership growth. Based on decades of research, human behavior analysis and personal teaching experience, there are 5 critical gaps in most leadership development programs.

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