We call them strong Those who can face this world alone Who seem to get by on their own Those who will never take the fall We call them weak Who are unable to resist The slightest chance love might exist And for that forsake it all They’re so hell-bent on giving, walking a wire Convinced it’s not living if you stand outside the fire Standing outside the fire Standing outside the fire Life is not tried it is merely survived If you’re standing outside the fire Garth Brooks- Standing Outside the Fire My husband and I attended a
I met Katie Britt- Katie Boyd as we all knew her then- for the first time on a trip to visit The University of Alabama during my senior year of high school. Katie was serving in leadership roles with a couple of groups I was considering being a part of once I started at The University in the Fall, and she made me feel welcome. The two groups I was considering joining were groups that seemed to be worlds apart when it came to their purpose and approach on campus. One was intellectually based, the other social. Katie made me
With the great resignation still continuing and baby boomers, who many feel delayed retiring, now retired or retiring in large numbers due to the pandemic, succession planning has never been more important. But as we’ve seen through many of our clients (and ourselves!), the need to get something done and getting it done are two different things. When it comes to succession planning, I think the key challenge is not knowing where to start and the steps to take once started. Overall, you need to: 1. Know your current talent state. This involves several sub-steps of determining: a. What’s your
In an ever-changing world, it’s more important than ever for leaders to have the tools to be able to navigate change and innovate. It’s also important for leaders to have opportunities to spur creative thinking in a world that is cluttered with a lot of noise and distractions. Most importantly, though, leaders need support in connecting with people and building empathy. When frameworks are provided to help spur innovation and build valuable people skills, we find that leaders are better equipped to move forward. It seems counterintuitive to use a process to try to break away from routine thinking and/or
We’ve had the opportunity to begin training a group of leaders for a client using a global curriculum the client developed. As facilitators, we have the opportunity to take the quality content developed and structure learning in a way that allows the participants to apply the content to impact their behavior at work. Hopefully, this will lead them to invoke positive influence on those they lead and interact with. Any good training frames learning around well-researched models or theories. And there are a lot of models and theories out there! How you sort through them all and determine what to