🎯 Boards can play a powerful role in leadership growth. When boards lean in with superintendents on developing talent, by setting goals, tracking progress, and reporting results, they strengthen the entire leadership pipeline. Our Beyond Mentoring report outlines how boards can create policies that make talent development a leadership priority, not a side project. 📘 Read more: https://lnkd.in/dSJ-VCVv

If anyone is interested in developing their skills in Leadership Development, a quick thought based on my experience that might be helpful. 💬 Here are some tips for developing this skill: (1) " I grew my leadership skills by mentoring peers and taking initiative in hands-on projects." (2) "Learning by example: I guided fellow students and embraced responsibilities to build real-world leadership." (3) " I developed leadership through peer mentoring and proactively taking on projects that challenged me."

As the people agenda becomes ever more central to business success, CPOs are taking on a more visible and influential role at the Board table as key changemakers. And so the CEO and CPO need to work in partnership to create the alignment, trust and shared purpose needed to lead transformation and build organisations where people and performance thrive together. Certainly a key theme we discussed at both our recent CPO Forum and Leadership Retreat. In the video below, we asked CPOs and other senior HR leaders how they're managing that relationship to achieve success. Thanks for sharing your insights with the Community, Kirsten Lord, Chief People and Culture Officer, Corinthia Hotels, Ed Airey, Chief People Officer, Pod Point and Jim Devine, Group HR Director, Spirax Group.

Data shows that enhancing leadership skills significantly boosts retention, performance, and overall ROI. By prioritising leadership development, you're not just training your teams; you're paving the way for sustainable growth and success. More about the positive impact of leadership learning on your business in this interesting HiBob article: https://hibobl.ink/3KGtAdR

One of the most underrated challenges in upward mobility is change in habits from Manager to Top Management or Executive Authority. One such habit is doing less and thinking more. I have personally struggled with this transition, with the urge to Do more and a sense of guilty when not Doing! Thinking more allows us to Do more strategically, achieve broader and more sustainable impact. In the last two years I have given myself permission to Think more. I’m keep to know what other senior managers battle with in their transition from management. Here’s something I found here on LinkedIn re prioritisation by The Stephen R. Covey Principle-Centered Leadership Award

Health care leaders know the stakes: leadership transitions can’t be left to chance. One academic medical center put rigor behind succession planning, assessing 121 senior leaders, securing successors for 20 critical roles, and launching a custom Leadership Development Academy. The result? A deeper bench, greater visibility, and stronger leadership readiness across the system. Explore how an integrated approach to talent strategy is shaping the future of health care leadership. https://lnkd.in/g4-fXUcr

Albright Partners successfully integrated the Hogan Assessments suite in a recent leadership assessment of a life sciences company as we helped map leadership potential during a major transformation. Using the suite’s deep behavioral insights, our consultant Henrik Brabrand was able to not only build a succession planning framework but also provided key insights for the development of targeted development plans, strengthening leadership alignment and accelerating organizational performance across research, development, and commercial teams.

Member Thought Leadership: How to Ask Your Company to Pay for Executive Leadership Coaching (and Why It’s Worth It) As year-end reviews and development discussions begin, now is the perfect time to explore how coaching can elevate your leadership—and how to confidently ask your company to invest in it. C-Sweet member and executive coach Darlene Hawley shares practical tips and scripts to help you make the case. 👉https://lnkd.in/gEZ8UZdc

Fast-track leadership schemes promise speed. But are we accelerating the wrong thing? Breadth builds fast. Depth takes time. You can rush learning not wisdom. This week’s Springboard Spotlight! breaks down why leadership maturity can’t be accelerated and how to build sustainable senior leadership pipelines. Subscribe (via Featured section) and read the full article.

Did you know 82% of line managers have never had any formal management or leadership training? That’s why we’ve launched the Breathe Growth Academy - a free learning hub designed to help small organisations strengthen people management, boost wellbeing and grow with confidence. The first Line Manager Essentials courses focus on real-world challenges every manager faces: 💬 Having difficult conversations 🎯 Setting performance standards 💪 Building confidence and boundaries It’s practical, short, and free – built with input from brilliant Breathe Partners and experts including Lizzie Benton, Donna Obstfeld, and Anise Frost. 👉 Explore here: https://lnkd.in/eUxBPjr3