As we embark on a new year, many individuals and organizations are reflecting on leadership—what it looks like today, what is required moving forward, and how to ensure development efforts create real, lasting impact. Leadership development is not about resolutions or one-time initiatives. It is about building capability, strengthening self-awareness, and creating the conditions for leaders to consistently show up with clarity, confidence, and effectiveness—especially amid co

Are you an individual seeking self-development?   Part 1 is for you . Are you in HR or leader who is seeking to develop a group of leaders?   Part 2 is for you.   Part 1 (Individual Self-Development)   Making Your Individual  Case for Leadership Development: How to Secure Organizational Approval   Deciding to pursue leadership development is a proactive and intentional step. It signals self-awareness , accountability, and a desire to lead more effectively. Yet even the most

Organizations that invest in longer-duration leadership development initiatives  do so with the understanding that leadership growth is not an event—it is a process. Unlike a one- or two-day workshop, an eLearning module, or assigning leaders a book to read, a long-term leadership development initiative is intentionally designed to create meaningful, lasting change in how leaders show up for their people, their teams, and themselves. These initiatives take time to plan, ens

Organizations that commit to long-term leadership development eventually reach an inflection point. Formal programs build shared language, increase self-awareness , and equip leaders with tools to better engage, influence, and support others. Over time, those capabilities begin to show up in day-to-day leadership behaviors. The natural next question becomes: How do we extend this growth beyond a cohort or cohorts and into the broader organization? One powerful answer is mento

Completing a long-term leadership development program — such as one similar to the Talent Academy for Leaders  — is an achievement worth recognizing. You invested time, energy, and intention into growing your capabilities as a leader. But the true value of training is not measured by completion—it is measured by application. What happens next determines whether the learning becomes a catalyst for sustained leadership growth or slowly fades into good intentions. The weeks imme

Tip: Share this post with the leaders in your organization—it's a quick, practical read that offers clear actions and sparks better workplace language. Every workplace has its own “corporate slang” — those phrases employees throw around to stay sane, cope with chaos, or communicate sarcasm without violating HR policy. But when leaders use these phrases? Oh boy. Things get… interesting. Because nothing fuels conflict, disengagement, and dramatic eye rolls quite like a leader

Overview of SB513 California’s SB513 , effective January 1, 2026 , expands the definition of personnel records under Labor Code §1198.5. This change explicitly includes education and training records . The implications for employers are significant. They must now document, store, and provide access to training information for both current and former employees. This post aims to clarify these changes and their impact on your organization. Training and development activities—wh

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Every company struggles with conflict and the misperceptions of conflict that leaders may have. This post defines each and provides resources for companies to use to help leaders navigate conflict.

In today's complex legal landscape, leaders and managers are often the first line of defense when it comes to preventing workplace disputes, claims, and compliance issues. It’s critical that employers arrange for this training rather than having leaders rely on the Internet, AI, news, or – worse – social media. Providing awareness-level employment law training to organizational leaders is not just beneficial—it's essential. Here's why: Rationale: Why Employment Law Traini

This quick 30 question yes/no quiz can help you determine your facility's need for leader training and then provide the rationale to get it.

n a groundbreaking move, California has become the first jurisdiction to explicitly adopt the concept of intersectionality with the passage

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