Leadership in disruption requires organizations to shift from perpetual crisis mode to collective, sustainable adaptability. See how development enables leaders to grow and thrive in disruption.
Explore an ecosystem approach to transformational organizational change. Research presents a comprehensive framework for driving systemic transformation through interconnected strategies, stakeholder engagement, and sustainable change practices addressing organizational
Discover network perspective by identifying relationship patterns that encourage or undermine success. Research describes what network perspective is, why it matters, and how to develop this critical capability for personal and organizational effectiveness.
Examine 3 qualities of good networks and challenges leaders face at different career stages. Research offers ways learning, development, and HR functions can support leaders building high-quality, meaningful networks throughout their careers.
Discover 3 steps for advancing shared value creation where business success and positive societal impact equal sustainable growth. Research demonstrates how companies connect economic success with positive social outcomes through inter-organizational network strategies.
Explore research from CCL, Teachers College, Columbia University revealing 5 ways learning-agile individuals practice disciplined personal development. Study identifies characteristics enabling leaders to thrive in turbulent times of organizational change.
Understand the Cumulative Change Scale measuring workplace change accumulation. Research develops an instrument assessing employees’ exposure to multiple organizational changes, revealing cumulative impact patterns on attitudes, wellbeing, and performance.
Examine how boundary spanning networks drive organizational change and effectiveness addressing 2-to-1 failure rate. Research presents a model engaging diverse voices, maintaining communication channels, and creating direction, alignment, and commitment.
Examine a measure of employees’ reactions to entirety of changing work environments developed in collaboration with Oklahoma State University. Research provides positive, neutral, and negative cumulative change scores showing differential relationships with change reactions
Discover 8 interrelated leadership practices for corporate global responsibility (CGR): developing vision and strategy, integrating into operations, top management role modeling, engaging across boundaries, employee empowerment, systematic communication, accountability,
