September 2014 - June 2015
Leadership Development Strategies
Corporate Social Responsibility
A Candid Chat with a CLO
Paula Pierce presented new global data proving that certain organizational cultures consistently outperform the competition which means we have entered the era of behavior undefined an era in which the only remaining differentiator is organizational culture. In this session, Paula discussed the results of pre-meeting organizational assessments and how leadership development practices can support an organization’s desire to drive performance by aligning and optimizing its culture. Click here to download Paula's presentation.
Discussion recommendations: Simon Sinek's TED TALK on Starting with Why
Peter Norvig's Gettysburg Address Powerpoint
It’s been proven that certain Resilience Skills can be practiced, developed and improved. The best our leaders can do is equip their people with the skills needed to “bounce back” from all that stress and pressure. But how? At our November meeting, Bob Richards shared insights and strategies on emotional intelligence and demonstrated how asking good questions during stressful circumstances can provide a more realistic and positive outlook and increase resiliency.
Our Panelists included:
Dr. David Rude answered questions and shared DoD's most pressing talent development challenges to-date such as when and how to blend leadership skills into a highly technical workforce, translating the traditional leadership style of the DOD to incorporate the civilian leadership, continuous improvement in the development of supervisors and managers. Dr. Rude answered many questions regarding DOD’s leadership programs and mentioned their recent focus on Emotional Intelligence. Dr. Rude’s success in building a learning culture is attributed to his efforts to build partnerships and alliances across the various segments of the DOD to reduce redundant courses and resources. For example, he participated in the developed a Federal Coaching Network upon discovering the number of certified coaches currently employed at DOD. Dr. Rude believes the future focus within Learning and Development will be our continued responsibility to demonstrate the ROI of learning and development programs. He provided an example of the enormous ROI earned when organizations apply Action Learning to some of their most significant problems. Disclaimer: Dr. Rude’s comments expressed at this event were his personal beliefs and opinions and do not necessary reflect any position by the Department of Defense.
Michelle Somerday, Executive Coach and Leadership Development Consultant and the Founder of Neo-Strategic, LLC., presented a brief understanding of mindfulness and basic techniques and practices for improving our ability to stay present by controlling the distractions of our daily tasks, challenges, relationships, curiosities, etc.
We explored how the traditionally Eastern practice of mindfulness can improve focus and attention, which in turn supports employee engagement and increases the ability to handle challenges. Neuroscience research shows that while we are not naturally mindful, the essential state of mindfulness is something that can be cultivated and sustained, as demonstrated by observed changes in the brain. The traditionally Eastern practice of mindfulness is becoming more and more common in Western business settings. A number of Fortune 500 organizations such as General Mills, Apple, Prudential, eBay, Aetna, Target, Proctor & Gamble, Google, and even the U.S. Marines offer mindfulness programs, often as an integral part of leadership development programs. Articles on mindfulness are appearing in Forbes and the Harvard Business Review. PowerPoint: Click here to view