As we enter the always busy summer season, here’s the latest in leader and manager development programming from Art Petty. These are not just training programs. I blend coaching + multi-month cohort work, and for several programs, outside guest experts to create sustained learning and development experiences.
Words are what we have to inspire, motivate, clarify, empower, and enable. Yet, too often, our words work against us and create problems. Why you need to start treating your words like Legos.
My good friend and mentor-from-a-distance, Wally Bock, announced yesterday that he will no longer be adding content to his fabulous and long-running Three Star Leadership Blog. Wally is shifting gears to focus on his book writing/coaching practice. In this article, I share my thanks and great regard for someone who has inspired me for years.
I’m fascinated by the topic of executive presence and particularly by the feedback many receive that sounds like, “You need to work on strengthening your executive presence.” This feedback typically leaves people stressed and needing clarification. In this article, I strive to demystify executive presence and offer some tips and resources for strengthening yours.
When it came to leadership development investments, as an executive, it grew frustrating to send people to name-brand organizations and have them return with a “nice experience,” a big bill, and no visible strengthened abilities or sustained changes.
We need more time to adjust our altitude to see the big picture in our industry or peer over the horizon in search of trigger events that might change everything. Here are four ideas to help stimulate leader learning.
I’ve observed just about every type of dysfunction or malfunction possible with strategy work. Here are the misfires I see most often. Take heed, get the right help, and do everything possible to avoid these tripping points. Your firm’s future and probably your job depends on it.
Here are my top choices for my personal Summer 2023 Professional Reading list.
While many managers work hard to construct and deliver timely behavioral feedback, few spend time working on their feedback culture. As a result, performance feedback is transactional—given on a one-off basis, but it doesn’t propel growth and learning across the entire group. Here are some tips to strengthen your team’s feedback culture.
While we regularly focus on feedback as an individual performance tool, it’s also a critical communication tool for driving improvement across groups and for processes and initiatives. Yet, this important, honest communication is in short supply in too many organizations.
