5 Global Leadership Development Trends from CCL

brain approach to learningThe new annual report from the Centre for Creative Leadership (CCL) is out commenting on global leadership development trends.

We know you are busy so here are the headlines of the 5 significant trends

Get your brain in the game

Discusses advances from neuroscience on the impact of perceived threats and stress on brain function

“The connection between stress and brain function is one area of neuroscience that will “change the landscape of leadership development,” predicts Marian Ruderman, senior fellow and research director. “Advances in neuroscience are giving us insight into how people learn and remember, how we manage our emotions, how we behave in the moment, and how we build long-term resiliency.”

Interested in reading more on this check out Grahams article on brain function and fostering resilience here

Expand the Leadership Equation

Is about the democratisation of leadership development training and opening up wider access particular to those that traditionally can’t afford it. It asks the question what would the world like if all who wanted to could get access to leadership development?

“The truth is, investing in leader development isn’t an exact science,” says CCL’s Joel Wright. “Often a leadership program has a way of waking someone up to their own potential. When you find ways to get leadership development to a broader group, you’re guaranteed to have some surprising wins!”

Check out our free 22 page E Book: Leadership Strategy Demystified

Nurture Your Networks

This is about interdependent leadership.  A nice quote from the report is “Consider this: Five percent of the people in your organization hold 30 percent of the relationships. Even fewer hold the ties that bridge organizational roles and functions. And most of your relationship “brokers” aren’t considered formal “leadership.”

Networks of  relationships  hold together strategic initiatives and projects and its time we got more focused on supporting these networks in the organisation that are responsible for getting things done.

Power Up Non-Profit Partnerships

This is about the under investment in leadership development in the non-=profit sector. The non-profit sector is growing and the environment is demanding leaders that can help their people and organisations navigate through change. The report outlines a current capacity gap in non-=profits in North America a telling statistic is “46% of non-=profits only have cash reserves for 3 months” and calls upon organisations to foster non-profit partnerships to help develop much needed leadership capability.

Elevate Coaching Impact

This is about using coaching more strategically in organisations. Coaching works and one of the key reasons is that it is individualised and personal which permits self-directed learning. The trouble is how to organisations evaluate the impact of coaching? Most coach training organizations do not evaluate their trained coaches after their training.

“In the current economic environment, executive teams have to accomplish more with fewer resources,” says Corrine Ferstad, an executive coaching consultant for CCL-EMEA. “Coaching is seen as a good investment for developing key leaders to work smarter, build leadership skills and handle complex challenges.” Coaching approaches can create huge impact but to be used more strategically and creatively we need to find smarter ways to measure this impact.

You can read the report in full right here.

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