For there is always light
If only we are brave enough to see it
If only we are brave enough to be it
-Amanda Gorman, poet
For there is always light
If only we are brave enough to see it
If only we are brave enough to be it
-Amanda Gorman, poet
As we engage in conversations with executives about developing talent and leaders in the workplace, they often reply, “We already have leadership development covered” when in fact, they don’t. Frequently, the lack of an effective leadership development and training program results from thinking only the “senior players” need to evolve in areas of leadership. However, the best leadership development goals for any organization are an integral part of the strategic business plan which includes all employees and managers since that is where operational execution occurs at it’s core.
What happens at the intersection of diversity of thought and function when the collaborators see themselves as equally unique and focused on a shared goal? Magic.
Employers are all too aware these days of the cost of bad hires. But what is the cost of a mediocre hire? In today’s tight employment market, there is little doubt of the cost of a bad hire, but a much more elusive cost calculation surrounds the “mediocre” hire. Every organization deals with mediocre hires and their associated costs.
