Executive development programs have entered a period of rapid transformation, driven by digital disruption and a widening gap between the skills that participants and their organizations demand and those provided by their executive programs. This work delves into the objective functions of the executive development space, analyzes the demand characteristics of the learners and the organizations that pay for the programs, and the ways in which business schools and other providers deliver (or not) on the promises they make regarding skill development and the continued value of learning to the organization. They show how a trio of disruptive forces (disintermediation, disaggregation and decoupling) which have figured prominently in industries disrupted by digitalization,are reshaping the structure of demand for executive development. The authors look at the future of executive development in the era of self-refining algorithms (aka machine learning) and wearable sensors and computers, and offer a compass for making the right choice for CEOs and CLOs who are guiding executive program design. Ultimately, they offer a guide for to optimize the learning production function for both skill acquisition and skill transfer – the two charges that the new skills economy has laid out for any educational enterprise.

A brain-based approach to helping kids stay focused and achieve. Poor executive function (EF) in the brain can mean behavioral and attentional problems in school. This book explains to professionals and parents how EF develops in kids, what EF difficulties look like, and what creative and effective interventions can meet their needs. Executive functions involve mental processes such as: Working memory–holding several pieces of information in mind while we try to do something with them–for example, understand and solve a problem or carry out a task. Response inhibition–inhibiting actions that interfere with our intentions or goals. Shifting focus–interrupting an ongoing response in order to direct attention to other aspects of a situation that are important for goal attainment. Cognitive flexibility–generating alternative methods of solving a problem or reaching a goal. Self-monitoring–checking on one's own cognitions and actions to assure that they are in line with one's intentions. Goal Orientation–creating and carrying out a multi-step plan for achieving a goal in a timely fashion, keeping the "big picture" in mind.

Leadership in today's organizations is a tough business. Organizational leaders face a number of challenges as their jobs, and the world around them, become increasingly complex. Trends, such as organizational "delayering," rapid technological advances, and increased employee empowerment require that leaders adapt their techniques and styles of leadership to meet these new challenges. Consequently, there has been an explosion of interest in leadership in recent years as researchers and management educators struggle to understand the process of leadership development, how it operates, and what characteristics make effective leaders. Born of these questions, the 11th Annual Kravis-de Roulet Leadership Conference at Claremont McKenna College brought together an impressive slate of scholars whose theories, research, and cutting-edge techniques are now gathered together in this impressive volume. Each chapter asks and answers questions about the current state of the field while providing future direction for research to help bridge the gap between leadership researchers and leadership development practitioners. Notable topics include chapters on "e-leadership" and leadership within the "virtual" organization, exploring 360-degree feedback, the importance of "social capital," and a comprehensive analysis of the well-researched theory of Leader Member Exchange.

An essential reference book for you and your global organization, Executive Development and Organizational Learning for Global Business will guide you through the challenge of producing effective executives and masterminding learning organizations. In this cutting-edge overview, you'll share in the success stories of some of the most tried-and-true, top-selling authors in the world such as Peter Senge and Rosabeth Moss Kanter. Considered a “must-have” handbook for development managers, Executive Development and Organizational Learning for Global Business gives you a unique perspective on the major challenges you'll face when setting up your executive education program. Anyone creating a comprehensive game plan for a large global organization will want to be familiar with the informative practices in this book. In its concise and straightforward chapters, you'll read about: cross-cultural challenges of executive development tools and techniques for developing international executives experiential issues and action learning in global organizations anticipatory learning for global concerns Today, more than ever, piloting your global organization through a world of changing management systems and executive development programs can be overwhelming. But the unique perspectives you'll find in this time-saving collection will start you off right. So, whether you're a human resource development practitioner, a human resource executive, or an academic in human resource development, you'll profit from the bevy of intellectual insight and real-world experience that some of the world's most successful authorities have organized for you in the pages of Executive Development and Organizational Learning for Global Business.

From The Center on Creative Leadership, comes an important that book helps to deepen the understanding of the subtle yet powerful gaps that separate successful managers from extraordinary leaders. Filled with tools, frameworks and processes that guide aspiring leaders (and those who mentor and support them) to begin filling those gaps. Topics covered include authenticity, credibility, emotional competence, social intelligence, developmental relationships, growth through connection, ability to learn, life stage development, and strengths overdone/fatal flaws. Offers wisdom from leadership experts including Jay Conger, David Dotlich, Peter Cairo, Lisa Lahey, and more.

This book is for leaders and managers looking to develop themselves and others. It is for training & development professionals, inside or working as independent consultants, who can use the book as a coaching tool, a blueprint for leader development plans, and in other ways .For leaders concerned with their development, dedicated to developing their people for more responsibilities, and committed to organizational sustainability, this book will help in those efforts.

Strategic Executive Development--written by three leaders in the field of executive development, James F. Bolt, Michael McGrath and Michael Dulworth--shows how world-class companies use executive development to drive business strategy and affect growth. This important resource presents five strategic uses of executive development that produce demonstrable business impact. Based on empirical data gathered from their extensive research and consulting, and a comprehensive survey of executive development in leading organizations, this book answers the key question: What are the investments in executive development that have the biggest impact? Using illustrative case studies, the authors clearly demonstrate how executive development is being successfully implemented at some of the world's most recognizable and enduring companies, including Texas Instruments. These cases describe what is working and why, offer insights into the key process steps, and show how companies have measured and validated the effects of executive development. Strategic Executive Development offers the framework needed to create an executive development strategy and program that will help your organization achieve measurable business results and develop the executive capabilities needed to win in the marketplace.