Articles and Media

Considering the enormous changes that happened in the last few short years, it’s not surprising that the profile of ideal leaders is evolving quickly.

As the world of work and the world at large are increasingly digitized and broad in scope, we must remain people-first in our philosophy of innovation.

Curious about exactly what inclusive organizations do to “get it right”? This Pride month, ATD reached out to April Hennessey, director of innovation and diversity, equity, and inclusion (DEI) practice lead at Blanchard, to learn more about her work helping to create inclusive workplaces.

Given the increasing number of people who are working remotely, how do managers keep their people engaged and give them the direction and support they need?

More organizations are asking their managers to coach their people. Others are telling their managers to mentor their people. Some provide training and clarity on what is meant by these terms, but many more don’t. The terms left undefined are also unmeasured.

Over the years, my colleagues and I have embraced numerous ideas about leadership that fall under the category of servant leadership. Three timeless leadership principles have risen to the top.

How might we leverage generative AI so that it’s useful in leadership development without becoming another tool we rely on so heavily that it becomes the punchline of how not to lead?

Trust, hope, sense of worth and competence are the fundamentals to engage and retain top talent.

What can leaders do to create a workplace that engages people and contributes to their well-being, rather than stressing them and burning them out?

For organizations to establish a new normal and have employees and employers recommit to each other, it will take teamwork, socialization and courage.

The most critical aspect of remote onboarding is often the most overlooked: trust.

As L&D leaders, we can take simple steps to cultivate an online community by starting small and building over time.