It’s one thing to imagine the future.
It’s quite another to lead it.
A CCL thought leadership series helping you lead into the future.
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Tuesday, September 10, 2019 at 1:00 p.m. EDT
Leadership today requires a fundamental shift to align culture and strategy, critical to successful organizational transformation. In this webinar, we’ll explain the concept of vertical development and share real-world examples of how it can grow bigger collective minds and improve responses to complex, high-stakes dilemmas.
Our groundbreaking vertical development framework starts with developing executive teams and scales to help entire organizations initiate and sustain true leadership culture transformation. Download this white paper to learn how vertical development of executive teams can improve an organization’s culture and the effectiveness of its strategy.
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<– What is Future Fluency? section below –>
When you are fluent in future, you embrace continuous innovation. You seek out fresh perspectives. You harness the power of data and analytics. And you prosper through constant change.
Future Fluency is a mindset, a skillset, and a capability combined. To lead your organization into the future, you need agility, resilience, and perspective. You need #FutureFluency.
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Organizations are boldly using heat experiences to drive development. While uncontrolled heat can push workers toward burnout, heat that’s harnessed well can accelerate learning. Discover how to get the full benefits of heat to give your business better results and your leaders more positive, career-defining moments.
This webinar will help you learn how organizations are using extremely challenging stretch assignments, or “heat experiences,” as a way to accelerate their leadership development.
This webinar will help you learn how to identify high-potential talent, and how to develop the critical competency of learning agility in your organization’s future leaders—and in yourself. Discover the 4 essential skills to becoming more learning agile.
Learning agility is key to your organization’s “future-proofing” strategy, because great leaders are great learners. Discover how to identify learning-agile leaders, how to differentiate high potentials from high professionals, and how to cultivate learning agility at your organization.
Is your talent management approach evolving for the new world of work? Most companies are still operating in a decades-old paradigm when it comes to talent. Diversify your organization’s talent portfolio, just like its financial portfolio, to stay competitive for the future.
The “gig economy” is here, and the number of workers in contract, temporary, consultant, and freelance roles is exploding. To remain competitive, your talent management approach must evolve to keep pace with these shifts.
Is your organization ready to manage a diverse and dynamic talent portfolio? Take this quick online survey to get your Talent Portfolio Agility™ (TPA) Index, a snapshot of how agile your talent management processes, policies, and practices are.
Do you struggle when working with geographically dispersed teams? Developing effective virtual teams with the mindsets and skillsets to collaborate together effectively is rapidly becoming a core business competency—and a competitive advantage.
The polarity approach provides a fresh perspective on the challenges that geographically dispersed teams are facing, and helps them manage the unsolvable tensions that are present—and even exacerbated—at a distance. Learn 3 critical factors that you can’t ignore when it comes to helping virtual teams work more effectively.
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This webinar explores how self-tracking systems – often paired with wearables, internet dashboards, and artificial intelligence – create opportunities for people to take ownership of their own development, and for organizations to leverage continuous feedback to build their pipeline of leaders for the future.
Self-tracking technology, paired with wearables and artificial intelligence, can help organizations give their top talent the continuous, personalized, just-in-time feedback necessary for sustained high performance. Such technologies can empower personal growth and change, and do it in a way that is highly scalable.
This webinar shares how informal social network analysis can predict organizational performance. Improve the success of your strategy development and implementation by harnessing the power of your high-potential talent and by better managing the interface between mid- and senior-level leaders.
Informal social network analysis can strengthen your organization’s strategy and increase retention of high potentials. Learn how sub-optimal patterns of communication and influence may alienate critical future talent and lead to problems in strategy development and execution.
Today the pace of change takes bold thinking to navigate complexity and invest in a future-oriented leadership strategy. It also takes accurate, relevant, and actionable data to inform those decisions and align them with your unique business strategy, talent needs, organizational design, and culture.
When you use data and predictive analytics to set leadership development priorities, you make smarter, better-informed decisions about developing your people and your culture. Actionable insights can help guide your strategic investments, translating into a measurable, positive impact on your organization’s success.
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To accelerate organizational transformation and play the new digital game to win, leaders must focus on developing areas of excellence across the digital transformation trifecta.
Leading in a disrupted world is a new game — and it’s changing the way we live and work. Learn from the experiences of multinational companies who have undertaken successful digital leadership transformation journeys.
For organizations to survive and thrive, their leaders must be adept at adopting new roles, crafting new identities, and finding new meaning for themselves and those they lead.
Digital transformation isn’t about riding out a storm and hoping it will pass. Here’s how we found leaders in Europe are embracing change – and accelerating it – in the digital era.
The acronym “VUCA” is often used to describe challenges of Volatility, Uncertainty, Complexity, and Ambiguity. But that doesn’t really capture disruption, nor how to lead through it. We propose an alternative.
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Many organizations say they want to be innovative. But saying you want to be innovative and creating a leadership culture that nurtures innovation are 2 different things.
When faced with uncertainty, many leaders are hardwired to call on the same familiar experts to help them deal with disruption. But what if that’s actually part of the problem?
A universal process dictates how innovation happens. If you’re tasked with leading a team to innovate, you’ll need to manage that process while watching for these 2 roles.
Unsure of how to instill a culture of innovative thinking in your organization? We suggest 3 practices that can help build upon the leadership capabilities that drive innovation.
Focusing on continuous innovation has significant advantages over concentrating solely on the big, disruptive innovations. To nurture it, enterprise leaders must remember these 3 leadership imperatives.
Innovation may be standard operating procedure at venture capital-funded startups and tech goliaths like Apple and Amazon. But it’s often a struggle for those in “traditional” sectors, such as insurance, banking, or government.
Contact the Center for Creative Leadership
At CCL, we speak future. To find out more about how we can help you lead your organization into tomorrow, please contact us.