Advancing in an organization is often a top priority for leaders, but a narrow organizational and personal perspective can severely limit your ability to advance. Broadening your organizational perspective—understanding not just your own area of expertise, but how your organization works as a whole-can greatly enhance your ability to move upward. This guidebook will help you understand how to widen your perspective by showing you what obstacles may be holding you back, and what challenges and experiences you can learn from in order to advance.
The Definitive Resource for the Talent Development Profession The TDBoK™ Guide: Talent Development Body of Knowledge, second edition, is a comprehensive collection of TD concepts, definitions, methodologies, and examples that lays the foundation and guiding principles for those who develop talent in the workplace. Created by the Association for Talent Development (ATD), this reference sets the gold standard for the learning and talent development profession. The first iteration of the TDBok was made available in 2020 through an ATD subscription product. ATD is delighted to present this updated and revised edition in book format. Grounded in and offering a deep dive of ATD’s Talent Development Capability Model, the TDBoK Guide goes beyond the core foundational aspects of training and development and supports the approach that—to be most effective—TD professionals need to develop personal and professional capabilities to impact organizational capability. Covering the TD field’s 23 key disciplines (or capability areas), the TDBoK Guide is divided into three sections that align with the Capability Model’s three domains-personal, professional, and organizational. This second edition—developed by ATD in partnership with industry expert Elaine Biech—includes comprehensive updates based on feedback from the field, more than 100 subject matter expert contributors, and curated perspectives from thousands of publications. For those preparing to obtain certifications offered by ATD—ATD CI’s certification programs, the Associate Professional in Talent Development (APTD), or the Certified Professional in Talent Development (CPTD)—the TDBoK Guide also serves as a helpful resource for exam preparation. ATD’s TDBoK Guide is the differentiator for the field—a resource that every TD professional needs to grow in their careers, today and in the future.
Shortages and downtime are deadly for businesses. So what strategies are other organizations using to solve their workplace challenges? Positioned captures the best workforce planning practices from leading organizations such as Boeing, HP, the US Intelligence Community, and others in the private and public sectors to help businesses address the constant challenge of having the right people available when needed in order to maximize creativity, efficiency, and productivity. World-renowned thought leaders including Dave Ulrich, John Boudreau, James Walker, Jac Fitz-enz, Peter Howes, Dan Hilbert, and Naomi Stanford weigh in on the future of strategic staffing, virtual workplaces, disruptive technologies, globalization, and what practices will and will not help organizations succeed. By examining the evolution of workforce analytics and the roles of human resources professionals, and by incorporating input on best practices from expert people strategists, authors Dan Ward and Rob Tripp provide invaluable insight about how your organization can adjust to turnover seamlessly and do so in a way that produces even better results.
Before you can help others develop their leadership skills and abilities, you must first help them to recognize strengths and identify areas in which they need to improve. The Campbell Leadership Descriptor was developed to achieve just that. Designed specifically for use in those situations where comprehensive analysis of leadership characteristics is useful - such as leadership seminars, classroom discussions, and one-on-one coaching. The workbook's self-scored assessment allows you to produce your own profile on the spot... and shows how your self-profile compares with other leaders you have known. It also includes questions to help you evaluate the implications of your scores and how to use that information to develop your own action plan for improvement.
(Review Package for the book, Compass: Your Guide for Leadership Development and Coaching) Continuing research from the Center for Creative Leadership reports what kind of actions contribute to effective leadership—the kind of leadership that generates an inclusive process among managers, peers, employees, and senior leaders, and is marked by direction, alignment, and commitment. Guiding a team or an entire organization toward these outcomes requires competency—an interrelated set of knowledge, skills, and perspectives that address predictable and unpredictable situations. This book is for leaders and managers looking to develop competency in themselves and others. It is also for training and development professionals, either inside companies or working as independent consultants, who can use the book as a coaching tool and as a blueprint for leader development plans. For anyone concerned with his or her development as a leader, dedicated to developing their people for more responsibility, and committed to organizational sustainability, this book can be a valuable tool. This book distills the characteristics, actions, and perspectives at the heart of creative leadership. Its developmental opportunities and coaching tactics support a single purpose: to help you—and the people you develop—become what is needed in any circumstance to galvanize teams, groups, and organizations and help people move toward a thriving future. Achieving competency isn’t a check mark on a list. It’s a step toward creative leadership—leadership capable of adapting, inventing, and renewing itself amid the uncertainty, volatility, and ambiguity of a continually changing world.
Enjoy these SAMPLE pages from People Raising- Too often, the desire to accomplish ministry is squashed under the fear and perceived burden of raising the necessary funds. Break through that perception into a reality where you reach out and effectively develop relationships that quickly allow you to reach your personal or organizational funding and prayer support goals. With this new and expanded version of People Raising as your guide, it is possible! Veteran ministry leader, William Dillon, takes you through the basics of developing a philosophy and correct attitude toward fundraising, right through the necessary practical skills and techniques to do it confidently. This tried and proven manual has been updated to include new sections on social media, coaching, mastering six critical support raising skills, and confronting the "Fear Factor". It's a highly practical guide that provides the well-honed tools you need to finance the ministry to which God has called you. So if you are looking for a strategic action plan that will reduce the time involved to raise funds and will leave you feeling hopeful and confident, People Raising is for you!
Navigating the volatility, uncertainty, complexity, and ambiguity (VUCA) characterizing the business world in the 21st century requires a new paradigm focused on an integrated bottom line – planet, people, and profit (PPP). Global trends include resource scarcity and growing inequities in income, wealth, education, and healthcare. Stakeholders are demanding that organizations address systemic barriers to promote justice and equity within organizations and across broader social systems. Transformational change requires leadership to analyze internal and external systems through a social and environmental justice lens. Despite a growing focus on justice, equity, diversity, and inclusion, the imbalance of power remains within our institutions, organizations, and social systems. To move the needle, leaders can turn to Driving Justice, Equity, Diversity, and Inclusion, which explains developing a North Star vision and creating a strategy to redesign organizational process and systems, as well as leveraging tools for data-driven decision-making. It presents a framework to build an inclusive organization as well as a model to engage and support senior and middle management beginning the process of capacity building and systemic change. By layering in AI and other technologies to support data-driven decision-making, the book guides leaders in navigating their organization’s journey along the maturity continuum to achieve their North Star vision of becoming a just and equitable organization. The book also helps managers to: Assess ecosystems and organizational systems that justice, equity, diversity, and inclusion impact Take a deeper dive into transformational and operational components to gain insights on the deep systemic realignment of the North Star vision Identify and engage with diverse stakeholders to gain perspective and understand issues crucial for transformative change Leverage people-centered design to create a process promoting diversity of voices and to better align outcomes with shared organizational vision Use data to drive decision-making and reduce bias by removing intuition from the decision-making process Leverage the book's frameworks to drive collaborative systemic change Adapt insights highlighted in multiple interviews with DEI practitioners Benefit from lessons learned and best practices featured in the book's case studies This book features a primer, which is a quick reference guide to key terms, concepts, and definitions. It helps to define justice, equity, diversity, inclusion, and other key terms, such as unconscious bias, stereotypes, and microaggressions. It also features a toolkit, which includes checklists to help managers lead organizations to realize their own North Star vision.
Before you can help others develop their leadership skills and abilities, you must first help them to recognize strengths and identify areas in which they need to improve. The Campbell Leadership Descriptor was developed to achieve just that. Designed specifically for use in those situations where comprehensive analysis of leadership characteristics is useful - such as leadership seminars, classroom discussions, and one-on-one coaching. This Facilitator's Guide includes the detailed information you need to prepare for and conduct a leadership workwhop for a group of any size.
Today's social services agencies are faced with the challenge of responding to the diverse needs and expectations of a growing multicultural population. This volume examines race and racism in Canada from historical and contemporary perspectives and explores the extent to which these factors operate within social services systems related to immigration, settlement, the justice system, health, and education. The contributors, including practitioners, educators, and policy makers, argue for specific changes in current approaches to service delivery and provide practical suggestions for services that make it possible for various communities to be served more effectively. The collection also proposes an anti-racism approach to service provision to produce a system that is beneficial to all Canadians, particularly Aboriginals and racial and ethnic minorities.
Why do some people remain so calm and collected in the face of looming deadlines, combative meetings, impending layoffs, and turbulent changes? And why are these seemingly unflappable people the ones who consistently get ahead in their lives and their careers? The key to success is their resilience, according to the founders of the innovative Hardiness Institute in Newport Beach, California. More than experience or training, resilience in the face of stressful situations and rapid changes determines whether you ultimately succeed or fail in the workplace. It allows you to thrive even in tumultuous conditions, to turn potential disasters into growth opportunities. And the good news for the legions of other workers who become overwhelmed, and even sickened, by stress is that resilience in the face of life's problems is not an inborn personality trait, but a set of skills and attitudes that you can actually learn and develop. Resilience at Work gives you the knowledge, tools, and encouragement you need to embark on your journey to becoming a hardier, more successful person. Based on a twelve-year study of Illinois Bell Telephone employees as they experienced immense organizational change, as well as hundreds of subsequent studies and firsthand consulting and training experience, the book shows how to enhance your capacity to succeed in even the harshest economic climates. Packed with insightful examples, case studies, and self-assessment tools, Resilience at Work explains how to: * Approach change as a meaningful challenge no matter how stressful the circumstances, and stay committed to your work, rather than detaching and giving up. * Gain control by understanding the upside and the downside of change, and take actions to influence beneficial outcomes. * Turn stressful changes to your advantage and map out sound problem-solving strategies. * Resolve ongoing conflicts and build an environment of assistance and encouragement between you and your coworkers. * Decrease feelings of isolation and powerlessness by understanding the 3Cs that give you the ability to thrive amid disruptive changes: commitment, control, and challenge. Reorganization, downsizing, mergers, budget pressures, transfers, job insecurity, and more are producing today's unpredictable, pressure-cooker conditions, and making it harder for less resilient people to achieve the success they deserve. Resilience at Work supplies insights and strategies you can use to combat your fear of change and uncover the opportunities that can be found in even the most stressful situations.
