At MarchFifteen, we are passionate about executive assessments and leadership development. When talking about the importance of personality traits and motivating factors on leadership competencies, I often get asked “Do you also measure intelligence?” and my response is usually “Yes, but we don’t just measure intelligence, we measure critical thinking abilities.” Although intelligence might be… Read more »
Posts Categorized: Leadership Development
As a follow-up to our last blog on leaders’ assessment, which should start every talent development process, we can now look at how you can actually develop your leaders. Although it is important to have right talent in place, you will need to invest in the development of your leaders, just like you would in… Read more »
Today, if we want to stay relevant in business, we are asked to constantly push ourselves to be the best we can be. To constantly demonstrate a laser sharp focus on our goals, standards for the quantity and quality of work produced both as individuals and as an organization.
How to do that and remain human? How can we maintain this high achievement orientation and not run ourselves sick with stress and fatigue?
We recognize that there are many things that create influential leaders, but one of our observations is that Authenticity is one of the things that allows influence more fluidly than other characteristics. In other words, showing up as who you are, respectfully, each and every day. This is a believable and repeatable practice that great leaders understand.
MRG look at the distinguishing factors of effective leadership in different geographies, industries, levels, ages, genders etc. Their research focusing on the distinguishing factors of senior leaders, in various industries who are in comparable positions globally, has provided some fantastic conclusions.
A Discussion of the GROW Coaching Model to Enable Managers to Consider another “Coach Approach” At MarchFifteen, we use a number of different coaching models and strategies as certified/qualified business coaches. Some of these can be complex and require training and practice. Some coaching models, however, can be quite simple. We recognize the trend in… Read more »
Although in the business of coaching for well over a decade, I am still amazed at how powerful coaching can be. Recently, a young leader commented on our coaching conversation with “ah-why-didn’t-I-think-of-this”. From my perspective, as a coach I want to ensure the continuity of those precious coaching “aha” moments – when a Leader reflects… Read more »
When the interviewer asks me what I want to do next in my career, should I just say that I want my boss’ job? That’s the next logical step, isn’t it? Again, this is a growth opportunity for you, so be candid and truthful. Share honestly what careers opportunities are appealing to you and the… Read more »
As a follow-up to my previous blog series on Assessment of Potential in a selection context, I thought I would share some insights on when assessment is used as a development initiative, as this seems to be becoming more and more popular within organizations. A question or two about Development Assessment … I… Read more »
Struck by Paulo Coelho’s quote, “Life without a cause is life without an effect,” I went under a rock and pondered… To really make a difference, as organizations, we cannot focus only on the bottom line, on the shareholder’s value. I believe we need to consider the broader community, a greater purpose…And our sense… Read more »