Let’s face it. It’s been a bit tricky. Many of us have started down the road of the Leadership Pipeline Process but have gotten a bit tangled up with the Worksheets, Profiles, and Summaries. It’s all good stuff, but somewhere along the way, it feels like we lost track of the big picture: having conversations […]
The LDHR role can be tricky at the best of times. And for many of us, the last few years have not come close to being the best of times. A few of the things that I’ve noticed (they may not be common to all by any means) are that many of our staff have
Five Ways LDHR.org Can Give a Helping Hand 더 읽기
I’d been avoiding clearing out the old paperwork in my study for months. All those “shall I keep it or not?” decisions that I find paralysing – I’ve read numerous “how to declutter your life” books over the years, and I’m still hopeless. One of the folders that dated back decades (and three house moves)
The People Inventory – a Leadership Pipeline story 더 읽기
I get to chat with a lot of LDHR folk. It’s fun. On a good day, we’re quite a thoughtful bunch, and I’ve noticed how much time many of us spend pondering growth – our personal and professional growth and that of the staff we connect with. A little while ago, I wrote a post
Five Ways to Use Development Pathways 더 읽기
In an age where less of our stuff is physical and more is digital, I get a little overwhelmed with what to do with “folders” on my shelves. As I was having a bit of a clear-out over the holidays, I noticed something. There seemed to be numerous folders of courses and conferences that I’d
Discovering Development Pathways 더 읽기
Just over a hundred years ago, UK chocolate manufacturers Cadbury’s and Rowntree (and a few others) formed what was probably the first-ever association to oversee the wellbeing of staff in the workplace. The “Welfare Workers Association” came to life from the chocolate-makers’ deep concern for their people, which came from their sincere Quaker faith. People
Over the past few weeks, we have been gathering wisdom from leaders about how they are approaching their “Position Focus” with their team members. We usually emphasise the minimum of three conversations for setting out and reviewing annual plans, but so much has changed over the past months, perhaps we need to refocus the Position
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