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Using Open Innovation to Identify the Best Ideas

Using Open Innovation to Identify the Best Ideas | Leadership Talent Management | Scoop.it
To reap the benefits of open innovation, managers must understand what to open, how to open it and how to manage the resulting problems.
Via Kenneth Mikkelsen
John Ludike's insight:
Great methodology which can easily be adopted, adapted etc
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21st Century Work: Career-Readiness Isn't What It Used To Be

21st Century Work: Career-Readiness Isn't What It Used To Be | Leadership Talent Management | Scoop.it
21st Century Work: Career-Readiness Isn't What It Used To Be
John Ludike's insight:

Many still pursing high potential future leadership programs verus new generation leadership and others pondering the difference??

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Large Cohorts: When Leadership Development Meets MOOCs | Harvard Business Publishing

Large Cohorts: When Leadership Development Meets MOOCs | Harvard Business Publishing | Leadership Talent Management | Scoop.it
There’s a lot of excitement these days about Massive Open Online Courses (MOOCs). Hundreds of courses are available from platforms like Harvard’s edX on a wide range of topics, from Greek Heroes to Customer Centricity to Corporate Entrepreneurship.

Via Don Dea
John Ludike's insight:

#Leadership talent development leveraging great design insights to accelerate and deepen learning from MOOC content.

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Don Dea's curator insight, December 14, 3:26 AM

Here are a few more things we’ve learned about designing these large-cohort programs so that they are valuable, engaging, and easily accessible: 

  • Context is king. Tailor the program to your company’s specific needs. Make sure that all content ties to and supports your strategy. No course-for-the-sake-of-course approach. 
  • Design for connection. Our large cohort programs are structured to draw in the participants’ varied experiences and viewpoints. Peer-to-peer learning can be extremely impactful if you think through what you will be asking participants to do as a group. 
    • For example, Interactive case discussions aren’t effective when there are more than 50 individuals on-line. Same holds for Application exercises – small groups work better.  (When colleges tout their small class size, they’re on to something.) 
    • Small group breakouts give everyone a chance to be heard and to connect with others. After, the whole cohort can review some of the key learnings and best practices.
ExtensionEngine's curator insight, December 15, 7:48 AM

Good to see HBS helping develop a language for describing this. #MOOC often doesn't make sense for #professional #education

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Five habits for executives to become more digital | McKinsey & Company

Five habits for executives to become more digital | McKinsey & Company | Leadership Talent Management | Scoop.it
Need to catch up to the digital revolution? Here’s our cheat sheet for the C-suite. A McKinsey & Company article.
John Ludike's insight:

#Executive Leadership assessment, selection  and development imperative as many a 40+ C Suite Exec clueless and palms off on CFO or CIO who also have difficulty  viably translating  all in commmercialy eg, takes 18 months to generate new mobile payment app's.

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Integrated Talent Management to Fuel Female Leadership

Integrated Talent Management to Fuel Female Leadership | Leadership Talent Management | Scoop.it
We have reached a point where disregarding 50% of the talent pool is inadmissible. It’s no longer an ethical or moral issue. It’s a business imperative. With a fiercely competitive global economy where women influence 80% of the purchasing decisions, organizations are forced to seriously look at the lack of female leadership at senior levels.
John Ludike's insight:

# Leadership Talent Management needs to stop disregarding 50% of the talent pool is  its inadmissible. It’s no longer an ethical or moral issue. It’s a business imperative. With a fiercely competitive global economy where women influence 80% of the purchasing decisions, organizations are forced to seriously look at the lack of female leadership at senior levels.

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Top Companies For Developing Leaders Share Five Leadership Traits

Top Companies For Developing Leaders Share Five Leadership Traits | Leadership Talent Management | Scoop.it
The top companies for leaders change their leadership development programs to meet market conditions but don’t cancel them due to market conditions. Your own professional development should also be sustainable, and not only when you have extra time or budget. In the next 12 months: which leadership books will you read? Which conferences will you attend? Which professional associations or individual contacts in your broader network will you prioritize? What professional development will you pursue?
John Ludike's insight:

The top companies for leaders change their approiach according to strategic business context and invest as well as prioritise accordingly.

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"Around 30% of business performance is driven by leadership and line management"

"Around 30% of business performance is driven by leadership and line management" | Leadership Talent Management | Scoop.it
We catch up with Anne-Marie Malley, partner and head of Deloitte’s people & programmes practice.
John Ludike's insight:

Great statistics to prove ROI

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The Most Innovative Companies 2014 Breaking Through Is Hard to Do

The Most Innovative Companies 2014 Breaking Through Is Hard to Do | Leadership Talent Management | Scoop.it

While innovation continues to be a top-three priority for three-quarters of the companies in BCG’s 2014 global innovation survey, fewer executives are confident in their organizations’ innovation skills. Innovation is hard. Breakthrough innovation is harder. What sets breakthrough innovators apart? And who are the most innovative companies of 2014? The following articles tell the story.


Via Vicki Kossoff @ The Learning Factor
John Ludike's insight:

Would be helpful if in addition to corporate culture strategic value innovation could be elvated to organisational capability as means to differentiate itslef in market place.

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Vicki Kossoff @ The Learning Factor's curator insight, October 29, 5:08 PM

2014's 50 most innovative companies

BILL ROSS's curator insight, October 30, 12:21 PM

You have to see this awesome video and see how this completely FREE system  will work for you like it did for me.

 

http://www.foryoursuccessonline101.com/

Jean-Guy Frenette's curator insight, October 30, 8:25 PM

Sans leadership du PDG: pas d'innovation!

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Does Your CEO Have the Right Stuff?

Does Your CEO Have the Right Stuff? | Leadership Talent Management | Scoop.it
Before investing time and money developing the next CEO, make sure the candidate has these seven characteristics.
John Ludike's insight:

Nice simple and pragmatic easy to refer to. I would add curiosity however covered under learning agilty I am sure.

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Why Most Leadership Development Programs Are Not Worth the Time (and Money)

Why Most Leadership Development Programs Are Not Worth the Time (and Money) | Leadership Talent Management | Scoop.it
For leadership development programs, better leadership should be a means to an end, but not an end unto itself.
John Ludike's insight:

Great points in article which resonates very strongly. Best I have had is "Leadership with Heart" centring around huge amount of neuroscience pixie dust which seems to be flavour of the month however challenging to convert to tangible , measureable results based outcomes.

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What Organizations Need Now From Human Resources

What Organizations Need Now From Human Resources | Leadership Talent Management | Scoop.it
The job of Human Resources today is to make people and organizations grow, yet it has only marginally evolved since its inception around the end of the nineteenth century. Starting as “Personnel,” to protect women and girls in industrial environments, it gradually morphed into other realms including employee hiring, firing, [...]
John Ludike's insight:

Great pragmatic questions and insights to ensure allignement and value add at personal and organisational level.

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The Legacy of Warren Bennis: Good Leadership Changes Over Time

The Legacy of Warren Bennis: Good Leadership Changes Over Time | Leadership Talent Management | Scoop.it
By Howard Mavity I love reading The Economist and they justified my appreciation with an Aug. 9 obituary on Warren Bennis, who they rightly described as “the world’s most important …
John Ludike's insight:

Continuous learning and curiosity very admirable traits of this giant of a man who leaves a revered legacy.

 

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HR Magazine - What will the 'next generation' HR function look like?

HR Magazine - What will the 'next generation' HR function look like? | Leadership Talent Management | Scoop.it
John Ludike's insight:

In addition I would also suggest that next generation HR CHRO's and their teams need to have high levels of business commercial and financial acumen BUT also have gained experience and exposure on implementing HR value innovation solutions within variety of global preferable emerging market business contexts as many of HR service and operating models/SOLUTIONS conceptualised in New York, London, Zurich etc neither resonate or stick in these markets

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The Urgent Need For Leadership Development

The Urgent Need For Leadership Development | Leadership Talent Management | Scoop.it
Back in March, I discussed a few takeaways from Deloitte’s Global Human Capital Trends 2014 survey. After going through the report again, I think it would be worthwhile to mention some of …
John Ludike's insight:

In a world where knowledge doubles every year and skills have a half-life of 2.5 to 5 years, leaders need to constantly develop yet many consultants, coaches, vendors etc  persist in recycling 1970's folklore. Stick to trainingindustry.com Top 20 reccomendations.

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Managers’ Style Stifles Culture Change

Managers’ Style Stifles Culture Change | Leadership Talent Management | Scoop.it
Most companies said management style is the biggest hurdle to transforming organizational culture, according to recent research.
John Ludike's insight:

Seldom do organizations have a singular workplace culture, according to the survey. About 44 percent of respondents said workplace culture varies by business unit, while 24 percent said it varies by geographic location and 22 percent said by job role. Just 10 percent said workplace culture varies by career level.

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Three Critical Conversations that Boost Employee Engagement

Three Critical Conversations that Boost Employee Engagement | Leadership Talent Management | Scoop.it
In our TLNT article Despite Your Best Efforts, Why Aren’t Your Employees More Engaged?, we promised to provide follow-up “How to” articles on how get the information you need from your …

Via Anne Leong
John Ludike's insight:

#Employee Engagement like leaderso  is a CONTACT SPORT suprisingly how many leaders dont appreciate need for frequent crucial and corageous conversations, still refusing to  own up to question 'Why should anyone be lead by you?"

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Belva Jennings's curator insight, December 10, 9:49 AM

Nice grouping of the different kinds of conversations you should be having with your employees...it's not all performance management and feedback, but all can pull employees toward that "Committed" side of the Commitment Continuum (remember that?).

Wally Stump's curator insight, December 14, 11:21 AM

It is difficult to overstate the importance of getting feedback from others on your own performance.

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Companies are realising they must hire self-learners, says Josh Bersin

Companies are realising they must hire self-learners, says Josh Bersin | Leadership Talent Management | Scoop.it
“Companies are realising they have to look for people who are creative and self-learners. There’s an accelerating obsolescence of skills. If you’re a software engineer and you don’t know machine learning, you’re falling out of the mainstream. The rate of change in all these technical disciplines is going up.”“Companies want to hire self-learners who are passionate about their domain, hard-working, collaborative, creative and want to stay ahead.”
Via Roger Francis, David Hain
John Ludike's insight:
Very true and great foresight
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What Talent Management, Engagement And Culture Share - TalentCulture

What Talent Management, Engagement And Culture Share - TalentCulture | Leadership Talent Management | Scoop.it
Company success links directly to what talent management, employee engagement and organizational culture have in common. The causal link among the three elements is powerful. It’s much like a rowing crew’s connection among rowers, oars, and scull. Previously defined, talent ... Read More

Via Rami Kantari
John Ludike's insight:

Great need for organisational leadership to connect these dots and allign solutions accordingly to future proof its strategy.

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Why assess your next CEO?

Why assess your next CEO? | Leadership Talent Management | Scoop.it
Due diligence for hiring top executives can often be found lacking.
John Ludike's insight:

Very pertinent question? Why not entire C Suite? ...

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telling a story

telling a story | Leadership Talent Management | Scoop.it
By Debra Baker | collected content on story and narrative development
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9 Ways to Bring Talent and Learning Management Together - eLearning Industry

9 Ways to Bring Talent and Learning Management Together  - eLearning Industry | Leadership Talent Management | Scoop.it
To save the UK Learning and Development industry from certain doom, talent and learning management need to be brought together. Here are nine ways to do it:
John Ludike's insight:

Great insights would just encourage all to use correct or best collaboration techniques, tools etc to ensure strategic outcomes are aligned and achieved.

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Close the strategy gap - Gap between strategy and execution

Close the strategy gap - Gap between strategy and execution | Leadership Talent Management | Scoop.it
What we say is strategy - What we do is culture - Close the strategy gap - Gap between strategy and execution
John Ludike's insight:

How true is this?

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Women at the top: How to excel in the boardroom

Women at the top: How to excel in the boardroom | Leadership Talent Management | Scoop.it
It's a fantastic achievement to gain a place on the board. Here's how women can stand out once there.
John Ludike's insight:

Reality which organisations need to increasingly encourage and facilitate versus merely contemplate or accomodate.

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Thought Leadership Is The New Strategy For Corporate Growth

Thought Leadership Is The New Strategy For Corporate Growth | Leadership Talent Management | Scoop.it
Business growth can be enabled in many ways, yet most corporations still focus on the most traditional ways – whether sales, new products, new markets, new brands, mergers and acquisitions, etc. What many corporations don’t seem to value and/or understand is the power of knowledge sharing. Let’s face it, we are all being challenged to deal with change management in every aspect of our business and no one has all of the answers that the 21st century global market has presented us with. As such, this represents a unique opportunity for corporations and their leaders to cross pollinate knowledge with clients and strategic partners to enable growth and innovation through the power of thought leadership.

Thought leadership is clearly a different type of growth strategy for corporations. Consulting and service companies – such as McKinsey, PwC, Deloitte, IBM and others – have been at the forefront of thought leadership. Corporations must now begin to assess, package and share their own best practices, knowledge-sets, case studies and highly skilled and talented leaders to serve as value-added resources to fuel business growth.
John Ludike's insight:

https://twitter.com/intent/tweet?url=http%3A%2F%2Fonforb.es%2F1o5o39s&text=Corporations%20that%20embrace%20thought%20leadership%20as%20a%20strategy%20for%20growth%20will%20change%20the%20rules%20of%20client%20engagement

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Tomorrow’s Leaders Need Diverse Challenges Today

Tomorrow’s Leaders Need Diverse Challenges Today | Leadership Talent Management | Scoop.it
Cynthia D. McCauley, coeditor of Experience-Driven Leader Development: Models, Tools, Best Practices, and Advice for On-the-Job Development, introduces a career development lesson from It’s Not the How or the What but the Who: Succeed by Surrounding Yourself with the Best, by Claudio Fernández-Aráoz.
John Ludike's insight:

Both line managers and HR so called Talent Specialits have difficulty in operationalising relevant experiences The Leadership Pipeline authors Ram Charan, Stephen Drotter, and James Noel: from managing yourself to managing others; from managing others to managing managers; from managing others to functional manager; from functional manager to business manager; from business manager to group manager; and finally, for those reaching the very top, from group manager to enterprise manager. Can you help your people make those transitions? Also look for short-term, project-based assignments that will allow them to stretch and find new muscles. What interesting and challenging work can you give them access to—and then coach them through?

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HR Magazine - Shape employer brand for 'influence' rather than 'appeal', CEB says

HR Magazine - Shape employer brand for 'influence' rather than 'appeal', CEB says | Leadership Talent Management | Scoop.it
John Ludike's insight:

  Leadership Branding for influence takes a more targeted and selective approach, offering more information on the organisation to decrease the size and increase the quality of the candidate pool.

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Use mentoring to hold on to talent, employers told | HRZone

Use mentoring to hold on to talent, employers told | HRZone | Leadership Talent Management | Scoop.it
Employees are not being given enough mentoring opportunities even though it could “stem” the talent drain.
John Ludike's insight:

Providing like Coaching programs the outcomes are clearly contracted for tracked and measured with tangible metrics.

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