Clear Views Blog

Insights and strategies around creating cultures of engagement

6 Keys to Sustaining Effective Leadership Development Programs

You've just spent $1,000, $10,000, $100,000 - whatever amount - on a leadership development program to teach your managers and leaders to communicate better with others, to lead situationally, to give better feedback, or some other relevant topics that you believe will positively impact leadership, productivity, turnover and engagement at your organization. The happy face feedback is spectacular - a roaring success.

Now the real work begins. How do you keep this work alive in your culture? How do you avoid the one and done experience, the one where you look around months later and notice, gosh, nothing has changed?

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Increase Employee Engagement with 3 Tips for Asking Better Questions

Isn’t this true for you? People perform best at work when they know their viewpoints, opinions, and contributions count — when they feel heard. When that happens, we all feel more engaged.

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Working Identity: Forget Everything You Think Makes You Special

For the moment, let's accept that Marshall Goldsmith's famous phrase - what got you here, won't get you there - is true.

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5 Ways To Help Your Employees and Future Leaders Improve Their Executive Presence

 

Executive Presence is frequently talked about in the business world. It’s meant to describe those employees who have the “right stuff” for promotion into leadership roles and positions. While many might believe they possess the proper leadership competencies and personality traits to move up, their boss and peers might not have the same perspective.
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Leadership Development and the Foreign Concept of Seeking Feedback

It is our experience from working with hundreds of leaders that the opportunity to actually seek feedback is a foreign concept. So much so that to really stand out today, a leader needs to learn to take charge of his/her own career and become more proactive in seeking feedback that is future oriented and given consistently.

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