Blog: 3 Ways to Drive Lasting Leadership Development

To develop leaders with the character and mindset to succeed, as well as the skills needed to navigate challenging times, learning and development (L&D) teams need to invest in solutions that drive behavior change. But what kind of programs actually lead to your team acting differently in ways that make a lasting impact?

Blog: I’d like to ensure I’m making the most out of my 1-on-1s with my direct reports.

Suppose you are given $10,000 and told to invest it for the greatest return over time. Five years from now, you can keep the profits. How much time would you spend on that investment?

Blog: I need to develop my communication skills to have better interactions at work.

Guide: 4 Strategies to Tackle Tension With Confidence

Mastering the art of navigating difficult conversations is a fundamental skill for every member of your organization, but research shows that 65% of individuals stress about handling them. Many people attempt to avoid them, but difficult conversations are inevitable. In fact, it’s likely you’ve already faced a challenging discussion today.

Blog: I’m juggling a lot of projects, and I don’t feel like I’m winning.

If you’ve ever taken a project management course, you gained knowledge and skills to complete projects on time and under budget. You discovered how to get things done through people who might be “volunteers”—they’ve been assigned to your project team but don’t report to you. You have what it takes to run a project well.

What's New On FranklinCovey's Impact Platform

FranklinCovey provides a unique combination of content, people, and technology. By seamlessly integrating all three, our solutions create collective action in ways that lead to breakthrough results for your organization and culture where all people can show up authentically and do their very best work.

Blog: I’m Constantly Interrupted, So I Can’t Get My Important Work Done.

If you’re in the office, you’re at the mercy of people who wander up to your desk. If you’re remote, it can be phone calls, video chats and noisy pets or delivery people. The interruptions might be valid, but they steal the focus needed to accomplish your most important priorities. A simple structure can put you back in control instead of letting others determine your schedule.

Blog: I Can’t Shut Off My Brain After Work

What are the intentional choices we can make to take back control of our time after hours? Pick a few from this list and experiment with them:

Blog: I want to make a difference, not just do my job.

You’re good at your job; you get paid well; it’s a secure position, and your boss is pleased with your work. Sounds perfect, right? But even with that level of success, you don’t feel like you’re doing anything that really matters. You’re not excited to start work each day, and every day feels routine.

Blog: I want to motivate my team to get the most important things done.

Why is it vital for leaders to know how to properly motivate their teams? When projects come up that are uninteresting or if a project goes from fun to frustrating, leadership can light a fire under their employees to push the limits on projects. Think of a leader who helped you see the value of what you are doing or energized you to do your best despite challenging circumstances. It changes people from going through the motions to bringing out their best work.

Blog: Manage Your Time and Energy Effectively

When there’s too much to do, some things on your task list will inevitably remain undone. You can frantically try to do everything and wait to see which things fall through the cracks—or you can give yourself a reprieve by deciding ahead of time what to prioritize.

Blog: I can’t decide which of our many goals are the highest priority and where to focus our time.

Confucius said, “He who chases two rabbits, catches neither.” We know that in most areas of life, focus leads to accomplishment. Too many goals usually means that nothing gets done, since your energy is split in so many directions. The more you can narrow those goals, the better chance of success.

Blog: We need a culture that’s so strong that competitors can’t lure our people away.

Culture is hard to define but huge in terms of its impact on an organization. When people are part of a culture they like, it’s often hard for them to describe exactly how the culture works. They just know it’s something they feel good about and want to be part of it. If they don’t like the culture, it’s also hard to describe, but people will point out specific things they don’t like.

تجربة عميل: أرامكو روان للحفر

شركة أرامكو روان للحفر البحري في المملكة العربية السعودية هي شركة رائدة عالمياً في مجال الحفر البحري، حيث تمتلك وتشغل أسطولًا من منصات الحفر الجاك-أب ذات المواصفات العالية والمتميزة. تسعى الشركة جاهدةً لتطوير وتعزيز مهارات القادة وأفراد الفرق العاملة لديها بهدف الاستفادة القصوى من إمكانياتهم والتميز في مجال القيادة، وذلك لتلبية احتياجات الأعمال بفاعلية وتحقيق تفوق تنافسي.

مقال: كيف تلهم أفراد فريقك

بعض الأشخاص يصبحون قادة نتيجة لكفاءتهم في القيام بمهامهم كمساهمين فرديين. فيما هناك بعض آخرون ينطلقون نحو القيادة بشكل متعمد. في كلا الحالتين، غالبًا ما يُتوقع منهم أن يؤدوا هذا الدور بامتياز، ولكن، دون أن يتلقوا التدريب المناسب.

Blog: How To Inspire Your Team

Some people become leaders because they are good at their job as individual contributors. Others are intentional about moving into leadership. In both cases, they’re often expected to perform that role with excellence but haven’t been given appropriate training.

Blog: We need to define and measure our most important goals

A parent tells their kids, “I have a family goal for this year: We’re going to go on a vacation.” When the kids ask “Where,” the parent says, “Oh, I don’t know. But we’ll go someplace.” It’ll be hard for the kids to get excited without defining what that vacation looks like. If the parent says, “We’re flying to Disney World and will spend five days there,” the kids know exactly what’s coming. They’re excited, and they start thinking and planning for the trip.

Blog: I want to motivate my team to get the most important things done.

Why is it vital for leaders to know how to properly motivate their teams? When projects come up that are uninteresting or if a project goes from fun to frustrating, leadership can light a fire under their employees to push the limits on projects. Think of a leader who helped you see the value of what you are doing or energized you to do your best despite challenging circumstances. It changes people from going through the motions to bringing out their best work.

Blog: 4 Ways to Prepare Your Team for Organizational Change

As humans, we have an innate drive for self-preservation. When we get used to things going a certain way, we find comfort in the routine. It feels safe and predictable and gives us a sense of security.

Blog: I want to bring out people’s best efforts and ideas.

Some leaders walk into a room, and everyone benefits. They believe everyone has their own unique genius, and it’s that leader’s job to recognize it and expand it. Those leaders are what Liz Wiseman calls “Multipliers” in her bestselling book by the same name. People volunteer their best efforts, come up with new ideas and find creative solutions to problems.

Guide: How Effective Leaders Get Results: 7 Ways To Be More Proactive

Leadership often means doing stuff no one else wants to. Broaching touchy topics. Making unpopular decisions. Accepting responsibility. Charting a clear path in a haze of uncertainty. Questioning the status quo. These aren’t exactly easy (or glamorous) undertakings — especially if you’re relatively new to leadership and accustomed to letting others take charge. But the good news is you don’t have to dramatically overhaul your behavior to take more initiative. You just need to make a few