High-potential leaders are the future of your business. Prepare them for uncertainty with development and coaching that elevates their sense-making.
A unique convergence of 1,000 scholarly articles, 190 industry cases, and 161 TV shows defines the Succession-Centric Era, offering the ICG Framework (Immediacy, Continuity, Generativity) to transform leadership transition into a strategic, anticipatory action.
High-potential leaders are the future of your business. Prepare them to tackle uncertainty with development and coaching that challenges and elevates their sensemaking capabilities.
Coaching and mentoring initiatives are related and sometimes overlap, but they also have differences. Learn how organizations can leverage both of these to support new managers.
The leadership gap persists, but these findings will help your organization take action to strengthen today’s leaders and adapt effectively to tomorrow’s business challenges.
Organizations that prioritize soft skill development create stronger cultures. Learn the specific people skills our research has found are needed at each leader level, and how to develop them.
Mentoring at work benefits everyone involved: the mentor, the mentee, and the organization. Learn how to structure a mentoring program that improves leader engagement, retention, and overall performance.
Download our paper to learn what research has found are the direct and indirect benefits of investing in leadership development, especially at scale.
If developing others is part of your job, but you don’t know where to start, here’s a guide on the best times for leadership development and when it might be most worth the investment.
Employees want to leave organizations that make them feel unsupported. Learn how both boss support and organizational support matter for reducing turnover, especially among first- and mid-level leaders.
