“them and help them deal with initiative as well. But we didn't have that, so we really had to provide much better communication. Additionally, we realized when we thought about leadership development, we couldn't just ha...”
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“be a reflection of how successful are you as a leader. And so, I'm really excited that we've launched our Aspire program. We have about 30 employees who are going through our— it's an emerging leaders program for individ...”
“for development day. And I had a leadership team member sitting at each table with the VPs as a facilitator. And we had very structured follow-up so that there was accountability built in so that we could understand indi...”
“You know, like, I think a lot of organizations build leadership development programs and say, hey, I'm going to enable managers to be successful when they get to that role. And when we talked at Alert Media about how do...”
“my team is aware of this, does my team see that every day? And it really was the accountability factor that I think shifted how the managers were looking at, it's not just another leadership development program. So I'm e...”
“actions, and we need to hold them accountable for theirs, which is probably one of the harder parts. I think some people are much better at holding themselves accountable than they are others. But as organizations, I thi...”
“employee, I think both myself and the CEO really believe that the value of someone working at an organization certainly should come from their paycheck and those obvious things, but they also should be able to walk away...”
“you're trying to do and how you're trying to do it. And the challenge that most companies have today are if you look at any engagement survey, What are the top 3 things that typically pop? Compensation's always up there,...”
“trademarked, but, what we decided to do was take each leadership lesson, whether it was a soft skill or whether it was a technical skill in the organization, and we assigned that subject matter to one of the leaders to n...”
“Brady, can you share a specific example from your time at NASA or the Space Center Houston where you identified a gap in leadership development? What made it a pressing issue for you? How did you approach solving it?”
“rationalizing the number of senior leaders, making sure that we had the right work at the right level, and that our VP jobs were big and they were substantive. We also found that over time, because we did have time 1 and...”
“avoid conflict, avoid change. I'm more comfortable in what I do. And the more you can embrace that growth mindset, you'll look for challenges as opportunities. You'll look for, you want to be receptive to feedback, more...”