Leadership development may be the most important thing any company does. That’s why, every week, I review blogs and other publications that cover leadership development to find the very best leadership development posts. This week, you’ll find pointers to posts about leadership development trends, how Google uses data in hiring, leadership megatrends for 2018, and the emerging role of the learning community manager.
From Rose Cartolari: Three Trends That Will Shape Leadership Development In 2018 And Why They Matter
“As technology has become a mainstay of many L&D efforts, a range of learning methods and modalities have emerged. Online learning, microlearning, podcasts, on-demand content and countless other resources are available 24/7. Learning is just-in-time, just-for-me, and just-send-it-to-my-device. This expanded use of technology means that training is less tangible than it was when we could produce a roster of who attended workshops that had a clear beginning, middle, and end.”
From Google: How Google uses data, structure, and science to hire
“Hiring is a challenge for organizations of all sizes, but by using some science-backed structures and methods, the process can be made fairer, more efficient, and more accurate.”
From Evan Sinar: 6 Leadership Megatrends for 2018 from the New Global Leadership Forecast
“DDI, in collaboration with The Conference Board and EY, recently released our Global Leadership Forecast 2018. This is the eighth—and by far the largest—leadership research study in DDI’s long-running GLF series extending back to 1999. The research includes data from more than 25,000 leaders, from first-line leaders to C-suite executives, from more than 2,400 organizations across 54 countries and 26 industry sectors.”
From Julie Winkle Giulioni: The Emerging Role Of The Learning Community Manager
“As technology has become a mainstay of many L&D efforts, a range of learning methods and modalities have emerged. Online learning, microlearning, podcasts, on-demand content and countless other resources are available 24/7. Learning is just-in-time, just-for-me, and just-send-it-to-my-device. This expanded use of technology means that training is less tangible than it was when we could produce a roster of who attended workshops that had a clear beginning, middle, and end.”
