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.

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.

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: How Can You as a Leader Get Everyone Working on the Same Goal

A consultant met with the fifteen-member executive team of a large corporation recently. They wanted to find out why they couldn’t seem to reach their most important corporate goals. They had hoped for company-wide engagement, but no one seemed focused on that shared vision.

Legacy Leadership: Crafting a Lasting Impact Through Conscious Decision-Making for Vision 2030

There are three dimensions of time: past, present, and future. The future has yet to materialize; the past is forever gone and cannot be changed.

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: Inclusive Actions for Growing Inclusive Teams

For leaders who want to be more inclusive, it can be daunting to know where to start. One thing is certain: behavioral change is a powerful force in building inclusive leadership. When leaders make intentional choices to move beyond the status quo, they can become DEI catalysts within their own organizations, championing a new approach that positively impacts your organization’s culture, team engagement, and overall results.

The Leadership Currency of 2024—and Beyond: By Stephen M. R. Covey

How do you build trust on purpose? The simplest answer: Through credibility and behavior.

Blog: We’d like to build a high-trust culture where great ideas are cultivated.

An award-winning garden doesn’t start with seeds; it begins with rich, fertile soil. If the soil is lacking, the seeds won’t produce a good crop. Both are essential, but one is dependent on the other. In the same way, creativity and innovation don’t happen on teams where the culture isn’t healthy. They happen when there’s high trust among team members, where they value and respect each other. High trust sets the stage for high innovation; low trust ensures mediocre results. Want great idea

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.

Blog: I’m not sure how to manage my off-site employees.

When you collaborate with onsite employees, it’s easy to see what they’re up to. But with remote team members, you really don’t know—and you can’t install hidden cameras in their homes to see if they’re actually working. You want to trust them, but you’re not sure how that can happen.

The Need for a Strategic and Holistic Approach to Leadership Development

With the Gulf region shifting its focus away from a heavy reliance on oil and gas, there is a growing recognition of the need to diversify its economy. As this transition progresses towards a more diverse economic model, there is an increasing demand for leaders who can effectively navigate these changes and drive innovation and efficiency. These diversifications are increasingly connected to the global economy, and leaders in the region need to adapt to new technologies and work in a global con

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.