For emerging leaders, learning from the people who’ve been there and done that is an invaluable part of development. In our Leadership Talk series, we’re sharing nuggets of wisdom from community leaders who have forged paths, overcome challenges, and set the stage for the next generation of people-centered leaders.

When someone is promoted within your organization, you don’t want to leave their success up to chance. One way to improve their odds: Create a 90-day transition plan. The first three months in any role are a critical period for developing relationships and building momentum, and this structured approach will help ensure a smooth adjustment between roles and set up your new leader to make an impact quickly.

Sometimes, your work can feel like it lacks energy and forward momentum. At times like this, effective leaders need to focus on bringing their team back to the fundamentals: their guiding vision, and core purpose. If your team doesn’t have these guideposts in place, Devin has some tips for you around defining, creating, sharing, and celebrating your Vision & Purpose. Read on to learn more.

It’s never been more critical, expensive or time consuming to hire and onboard leaders in today’s volatile business landscape. As news about hiring difficulties, staff shortages, and rising resignations continue to circulate, now is the time for organizations to make significant investments in the long term health of their business, by being intentional about helping new leaders succeed in their roles.

Did you know that delegation is a key component of strong leadership? Managers that have strong delegation skills are much more effective at developing people and building depth on their teams. Gloria is sharing five steps today that will help you implement a strong delegation process. The goal is to get great work done, while building your people and team strength along the way!

Our consultants are sharing People Strategy tips that are designed to help you Grow Leaders, Build Teams, and Drive Results at your organization. Today Gloria McConnell is diving into the competency of Delegation.

CEOs, executives, and other senior leaders are often asked to present their expertise in keynotes. These leaders have a career’s worth of valuable knowledge about things people need to know… like how to learn from mistakes, guide others, seize opportunities, and lead with confidence. But often that knowledge isn’t shared effectively, because while these leaders are great at what they DO, they haven’t always been coached on how to PRESENT on what they do.

Wouldn’t it be great if leaders could rely on a stock set of phrases in order to motivate, guide, challenge, and instruct … as needed? Unfortunately, today’s business environment constantly presents us with new scenarios, ambiguous situations, and challenging events. Leaders need to be able to adapt their communication style to the situation at hand to lead effectively.

Here at Success Labs we use the term VUCA a lot – meaning Volatile/Uncertain/Complex/Ambiguous situations that impact the business environment and cause teams to struggle. Examples of VUCA events include global pandemics, hurricanes and other natural disasters, market shifts, labor shortages, etc. VUCA situations can vary by industry, but they almost always challenge teams and put stress on the working environment.

Baton Rouge has so much to offer… great universities, a supportive environment for emerging business leaders, and a vibrant cultural scene. Of Moving Colors (OMC) is one of the pillars of our arts and culture community, as the only contemporary dance company in the area.

The company’s senior leadership team sought to include every employee in a conversation about diversity, equity, and inclusion – both to educate team members on how DEI informs people strategy, and to invite a set of recommendations that the company can action moving forward. Their goal was to obtain the following results:

Caroline is one of millions of 2020 graduates who did everything right: pursued their passion, built a network, gained experience, and got their dream job… only to have a global pandemic upend all of their plans.

hroughout the course of the Great Resignation, it’s become clear that companies can’t continue with business as usual. It’s time for organizations to embark on a Great Re-Negotiation as a starting point for strengthening their people strategy… and in order to build a strong foundation for moving forward, I recommend that organizations revisit (and re-invest) in employer-employee relationships. It’s just good business.Going into 2022 and beyond, consider the Great Re-Negotiation as a framework for charting a new path for your future. It’s impossible to know exactly what’s coming in today’s VUCA business climate, but we do know that resignations are showing no signs of slowing down… and events like the pandemic, storms, and other turbulent market shifts will continue to affect business. That’s why, as part of this re-negotiation, it’s necessary to keep your eye on the long term and strategize around re-navigating for the future.