Content about Politics

Return on expectations (ROE) is a foolproof way to show the value of training in the terms desired by key stakeholders. ROE demonstrates the degree to which training initiatives satisfy the expectations of key business stakeholders.

Recently, a Training & Organizational Development manager implemented the first Learning Management System (LMS) in his company, Multi-Chem. He says it has been a rewarding venture, providing functionality the company has needed for some time. The experience yielded many lessons that might be helpful for others. Here are some of the lessons he learned along the way.

In this podcast, Corporate Leadership Council Director Kimberly Shells shares more Council research findings and discusses how manager-led development can help managers drive employee performance and development.

Sluggish economic recovery, the debt crisis in Europe, and ongoing political uncertainty are creating challenges for many businesses, particularly when it comes to human capital management. As companies continue to face these challenges in 2012, effective collaboration and communication will become mission critical in maintaining a business’ health, and human resource directors and CLOs will have to adopt new practices and new perspectives to meet them.

A 2011 study commissioned by the American Psychology Association indicates incidents of stress are commonplace, with 36 percent of employees reporting feeling some degree of stress on a daily basis and 20 percent feeling extremely stressed. Here are some tips to help mitigate stress in your workplace.

Many company owners talk about their efforts to build a strong staff in terms of teambuilding activities. But building a strong team starts with talent—identifying, attracting, and deploying the right players to achieve your company’s goals and take on your mid-level responsibilities, thereby freeing you up to focus on performance and sustainability.

Critical to Cerner Corporation’s success, the company says, is the way it creates a culture of leadership and builds a company of leaders. To ensure Cerner generates a pool of talented leaders, the company designed a framework to define its overall strategy for leadership development. Its goal in creating this model is to empower organizations across Cerner to systematically identify and grow prospective leaders.

Trainingmagazine taps 2011 Training Top 125 winners and Top 10 Hall of Famers to provide their learning and development best practices in each issue. Here, we look at strategies for technology and technical development.

When Cbeyond wanted to challenge its next generation of leaders, it launched A Leader of the Future program. Piloted in 2009-2010, the program focused on existing leaders at the director and senior director levels, with leaders teaching leaders, as well as providing a Hogan Assessment and a development plan.

Great leaders have more engaged and satisfied employees, which affects the satisfaction of customers, which, in turn, affects profitability. Great leaders have four times the number of highly committed employees, which affects productivity. Great leaders also have developed a set of highly effective skills that lead to their success, but do not necessarily need to be great at every competency.

One hallmark of credible leaders is that they know they have to continuously develop the capacity of their constituents to put shared values into practice. When individuals, teams, departments, and organizations grow more able to perform their jobs and keep their promises, not only are their reputations enhanced, the leader’s credibility also grows. As a leader, in order to grow your own asset base, you have to invest in others.