One of the most popular topics on my blog over the past year has been creating a development plan. So, I want to share with you a new approach to development planning that I have created. I have realized that there are several reasons why development plans are so vexing for people: 1) “Development needs” [...]
Filed under: Creating a high-impact development plan, Experience-based development, Frame-Breaking development, Self-Development | 2 Comments »
They say that chess masters are able to “see the board” as it will unfold over a large number of future moves; Reading ahead up to seven moves. They do this by chunking together patterns and storing the positions of pieces on the board in “chunks” rather than trying to remember the location of each [...]
Filed under: Executive Education, Frame-Breaking development, Pattern Recognition | Leave a Comment »
Last Wednesday, June 8, the Carlson School of Management hosted a CHRO Summit in Minneapolis. We had a phenomenal turnout, with over 120 individuals attending, including many of the heads of HR from the area’s leading companies. The Summit, designed for HR leaders by HR leaders included great presentations from HR thought leaders, including Pete [...]
Filed under: Frame-Breaking development | Leave a Comment »
Over the last fifteen years I have been interested in developing a better understanding of the things that develop better leaders. While there are plenty of insightful perspectives about the characteristics of great leaders, I find there is generally less insight out there regarding how to develop great leaders. Sure, leadership development programs can teach critical perspectives to up and [...]
Filed under: Executive Education, Frame-Breaking development | 2 Comments »
Just a quick note on some press interviews I did this month. The October issue of Twin Cities Business magazine did a story on the intersection of talent management and talent development. I have commented in this blog about the importance of strategic talent development, and I expressed some of these views in that article. The [...]
Filed under: Executive Education, Press coverage, Talent Management | Leave a Comment »
One of the things that I hear regularly from people in the learning and development community is, “our people don’t know how to write good development plans. ” In the next breath, often comes a request such as, “Can you show me some examples of well-written plans that I can use to help educate my people?” [...]
Filed under: Creating a high-impact development plan, Executive Education, Self-Development, Uncategorized | 2 Comments »
Last week we held the final preview session for our Minnesota Executive Program (MEP), and something that one of our faculty said stuck with me. It was in response to a question about how past participants had applied what they learned in the program to their jobs. The question was initially fielded by two past participants who attended the [...]
Filed under: Defining Executive Education, Executive Education, Uncategorized | 5 Comments »
If you missed the May edition of Twin Cities Business Magazine, you also missed the special focus section on Executive Education. In addition to discussion about various MBA options, local universities also highlighted their non-degree MBA alternatives (see pages 90-91). I highlighted the Minnesota Executive Program (MEP) and the Minnesota Management Institute (MMI), our two robust [...]
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One of the most striking trends in the learning and development field over the past 10 years is the increasing use of coaching as a development method. Why is that? Increasing pace of change is making effective leadership more crucial The pace of change has picked up so dramatically in recent years that most organizations are [...]
Filed under: Executive Education | Tagged: Coaching, Leadership Development | Leave a Comment »
Many of the most successful large organizations have been spending a lot of time honing their talent management practices in recent years. A great deal of energy is being spent on identifying talent. The idea being, identify the talent, and channel your development development resources into those who have it, since that will give you the biggest payoff. Once you have a process to [...]
Filed under: Executive Education, Talent identification, Talent Management | Leave a Comment »
