A simple way to measure ownership of personal and leadership development in your organization


I often hear leaders in organizations ask about how they can “make” people take more accountability for their personal and leadership development. You can’t really “make” people do anything, but these 4 simple questions will provide you with lots of insight on how to make personal and leadership development matter to your team.

Four simple questions:

Robert Kegan and Lisa Lahey (2009) suggest that you know that an organization had people taking ownership of their ongoing development when you could walk into an organization and any person could tell you:

  • What is the one thing they are working on that will require that they grow to accomplish it
  • How they are working on it
  • Who else knows and cares about it
  • Why this matters to them

Reference: Immunity to change. How to overcome it and unlock the potential in yourself and your organization. Robert Kegan and Lisa Laskow Lahey, 2009.


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Succession Planning in Healthcare - Taking Cues From the Business World

men pushing arrowAs baby boomers retire and the healthcare job market becomes even more competitive, it is getting harder and harder to attract and retain high potential leaders. Leaders in healthcare are dealing with rising costs, changing regulations, and technology growth. Leaders have to possess the skills and attitudes to meet changing organizational needs. As we face an aging workforce, we need to be even more proactive about nurturing strong candidates to take over when our key leaders retire.

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The Rising Leaders Program

Imagine having the skills, confidence, and know-how to communicate your vision and motivate others to help you achieve it.

Registration is now open for the Rising Leaders Program, designed to facilitate your professional development by building confidence and leadership skills and uncovering your authentic leadership style. You will develop your vision and get the tools you need to make it happen.

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