The secret of emotional intelligence for exceptional leadership
Exceptional leadership requires understanding emotional intelligence and how emotions influence decision-making and team behavior. This exploration of behavioral science reveals that emotions are inseparable from human cognition, and leaders who recognize and prepare for innate human conditions—like fight-or-flight responses to perceived threats—can navigate complex situations more effectively.
Beyond training: how to re-order the brain to achieve remarkable results
Learning only sticks when applied consistently in the workplace after training ends. Research shows the brain rewires new behaviors into automatic habits within three weeks of focused practice, but without proper implementation support—including triggers, coaching, and job aids—trainees typically revert to old patterns.
Leadership training – to educate or to change behaviour?
Leadership training should prioritize behavior change over knowledge acquisition, argues Robert Terry. He contends that most programs follow an educational model focused on learning objectives, when organizations actually need leaders who perform more effectively on the job.
The Difference between Training and Comms
Training builds capability and changes behavior through learning and practice, while communications simply delivers information for awareness. Understanding this distinction helps organizations allocate resources effectively and measure impact appropriately for each function.
Make training pay off
Learn how to maximize training effectiveness by setting clear objectives, tracking behavioral outcomes, and measuring relevance to employees’ roles. Training should be an ongoing investment in staff development, not a one-time event, with success determined by improved job performance and business results.
Hurt and Rescue
This post explores sales techniques for selling customized solutions that transform customer lifestyles. The author seeks a better phrase than “hurt and rescue”—which identifies customer pain points then offers solutions—for use as a course title.
Leadership models: The change equation and the change curve
Explore two fundamental change management models: the change equation (dissatisfaction × vision × first steps > resistance) and the change curve (denial, depression, acceptance). These frameworks help leaders understand why change initiatives fail and how to navigate employee resistance effectively.
This is not just leadership, it’s M&S leadership
Marks & Spencer’s Group HR Director Tanith Dodge discusses the company’s flagship leadership development program, Lead to Succeed, designed to prepare 300 senior leaders for organizational change and economic challenges. The program combines research-based leadership attributes with practical business simulations tailored to M&S’s strategic needs.
Unconscious incompetence, etc.
The four stages of learning model progresses from unconscious incompetence through conscious incompetence and competence to unconscious competence. This framework explains how people develop skills, though its exact origins remain debated among learning theorists.
Creative Thinking
Boost your finance team’s creative problem-solving with practical exercises designed to encourage divergent thinking and reframe challenges as opportunities. Discover strategies to break through assumptions and develop a more innovative, opportunity-focused mindset.
Great ice-breakers and energisers
Discover effective ice-breaker and energiser activities for training sessions and group meetings. These interactive exercises—including sweet-based topic games, organization chart name hunts, and paired sharing activities—help participants build connections and energize engagement regardless of group size.
Handling Difficult Customer Conversations
Learn strategies for mortgage restructure specialists to confidently navigate difficult conversations with customers facing arrears. Discover workshop techniques including role-playing scenarios and interactive exercises designed to reach mutually beneficial solutions while building staff confidence in handling sensitive financial situations.
Help with my CTP assignment
Leighton seeks guidance on designing a CTP training session about managing difficult delegates, requesting shared experiences and real-world examples from others who have completed similar assignments or encountered challenging workshop situations.