Published this article today at TrainingIndustry.com. An easy read at only about 3min.
We live in a fast-paced world propelled by constant technology-driven transformation. Coupled with an acceleration of baby boomer retirement, executive leadership is under more pressure than ever to adapt to change. Leadership may be the most important skill in the corporate world, as well as the hardest to source. At the same time, the definition of leadership is clearly broadening. Digital technologies and modern business models have disrupted almost every aspect of business. Industry leaders need an entirely different set of skills and capabilities, which calls for a new definition of leadership.
After months of programing, I decided to do something on the more creative side. We've been getting a lot of questions about how to effectively teach business acumen. This has become an exceptionally popular topic. This is mostly due to the stock market doing so well in 2017. The swelling has led to an acceleration of retirement amongst current leaders. This is putting pressure on companies to accelerate leadership development. A huge part of leadership development is company specific business acumen. From the outside, it looks as if this is what is causing the increased interest.
Thus, I created an infographic (yes, I did the artwork so be forgiving. After all, I'm more of a strategist and technologist than artist). Hope this helps.
Click the image below to download the full infographic.
With a new year can often come a renewed sense of changing and/or implementing a new corporate strategy. The group of people that drive this corporate strategy often know the entire enterprise's business landscape better than anyone. It is here where the problem with getting the strategy off the ground resides. As a business strategist, we fail to understand that most managers don't know the landscape as well. This is where the frustration comes from: The managers within the enterprise are unable to drive the strategic change they are being asked to drive. This is simply because they don't have the knowledge necessary to feel confident in the change. But, the good news is that there are ways to alleviate this fundamental problem.Read More...
Millennials are very pragmatic. They want to work on things that matter. If you want to irritate a Millennial, just show them some training slides that are all theory and hard to apply to their jobs. You’ll hear comments like, “This doesn’t help me.” In a reality, they are correct.
Create training that introduces them to skills they can use in order to advance right away. Giving them a hands-on experience to skills they can use to ‘make things better’ is critical for this hands-on generation.
Make sure your training content introduces skills that are easy for them to apply to their jobs.
Millennials Also Want To Get Their Hands Dirty
Giving this hands-on generation the capability to try, learn, and apply your training content is golden. This generation lives by the ‘let’s try’ and don’t fear failure like previous generations.
Creating a contemporary learning environment where they can touch, play, and apply your training content will produce far greater engagement. Challenging training participants to apply your training content and see tangible business results from decisions is critical. This creates training that is tangible, applicable, challenging and engaging.
Make sure your training offers the ability to try it out.
This eBooks reviews topics such as training applicability, tangibility, strategic alignment, and solution execution.
Utilizing a business simulation for leadership development of Millennials is an ideal way to challenge, engage, and increase corporate training effectiveness.
You can download the eBooks here