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 […]
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 […]
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 […]
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 […]
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 […]
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 […]
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 […]
