News, Blog, and Updates
As people leaders, it can be hard to build trust with your employees. When you’re leading a new team, it can be especially difficult. Over the past year, leaders have experienced a tremendous amount of team turnover. According to Josh Bersin, 40% of Americans changed jobs, roles, or managers in the past year. As you can see, there is an unprecedented level of change at the people level within our organizations and teams.
It’s no secret that remote work will play a long-term role in most organizations post-Pandemic. Some organizations handled that transition over the last year well, and others not so much. To everyone’s credit, it was a scramble. Finding new ways of working amid restrictions that we’ve never encountered. Most organizations were forced to shift their strategy to survive. Over the past year, numerous studies have taken place on remote work.
Develop effective leadership skills in a way that has long-lasting impact.
Leaders of human resources and learning and development programs have grown accustomed to leaders resisting participation in leadership development programs. But why is there resistance to this sort of development? Why wouldn’t people want to sharpen their leadership skills? From my experience, the lack of interest is not driven by an unwillingness to develop those critical skills. More often, participants view the development opportunity as a waste of time. They tend to lack confidence that the program will promote desired behavior changes or result in necessary outcomes. DDI’s 2021 Global Leadership Forecast found that one in four leaders indicates that leadership development is either nonexistent or of low quality at their organization.
Are leadership development programs worth it?
In the U.S., that is a $166 billion question, at least according to Forbes, which says that is the annual spend on leadership development in the U.S. alone.  The answer to this question will vary among senior leaders/sponsors and those that are taking part in the program. Senior leaders view such programs as a necessary tool for an organization’s long-term sustainability. For anyone that is taking part in the program, however, the answer about value depends on some specific determining factors.
Illinois-based talent strategy consulting firm uses The Predictive Index to Help Clients Maximize Workforce Productivity.
March 15 2021 – JMM Advisory Group, today announced it became a Certified Partner of The Predictive Index (PI). JMM Advisory Group will provide talent optimization services with PI’s science-based methodologies to empower clients to align their people strategy with their business strategy and achieve optimal business results.