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Leadership qualities are the most important trait for anyone starting out a career or aiming to climb the corporate ladder.  The foundation of any successful business is strong, skilled leadership.

Leaders who can work with a diversity of personalities and behaviors are more likely to establish an effective workplace.  They must be able to interact with employees in ways that raise their levels of engagement and foster a climate that values sharing knowledge and working together.

The level of emot

Exceptional Performance in the workplace is governed by two crucial factors: Individuals actions and their effects.

Superior Human Performance, according to the Handbook of Human Performance Technology, is founded on Behaviors and their outcomes.  Typically, our activities have consequences for other individuals, information, objects, and "systems" (e.g., workflows, processes, practices, etc.).

Keith Stanovich devised the GAP-ACT Model, a cognitive-behavioral therapy paradigm, to analyze human thi

There is a common structure or pattern to problematic circumstances.  Most problems consist of three primary components:

• The Problem State
• The Solution State
• The Solution Path

The Problem State refers to "what is," the Solved State refers to "what should be," and the Solution Path refers to the Transformation necessary to close the gap between the two states.  The Solution Path is a way of shifting from the Problem State to the Solution State through particular activities when faced with a problem.

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Editor's Note:  If you are interested in becoming an expert on Performance Management, take a look at Flevy's Performance Management Frameworks offering here.  This is a curated collection of best practice frameworks based on the thought leadership of leading consulting firms, academics, and recognized subject matter experts.  By learning and applying these concepts, you can stay ahead of the curve.  Full details here. 

A robust, positive Organizational Culture promotes employee satisfaction with

Business Transformation initiatives are typically undertaken to solve a pressing issue, bring about improved performance, or to serve customers better.  A critical element of the success of such initiatives entails transforming the existing behaviors of the employees across the organization.  However, this isn’t a straightforward task.

Attitudes and practices get reinforced in people by following established routines day in and day out.  Such practices become a part of an Organizational Culture o

Employee behaviors are critical for the success of Business Transformation endeavors.  However, transforming the ingrained behaviors and mindsets of the workforce isn’t straightforward, and when tackled cause the enterprise’s emotional state to go down.

Leaders need to identify the components of Culture that are in line with their Corporate Strategy.  They have to ascertain and harness the positive elements of culture that can drive the desired Transformation and suppress those that obstruct it.

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With most Transformation initiatives people gradually revert back to their old habits of doing things.  Sustainable Change Management necessitates 4 key processes:

• Chartering—defining the scope, rationale, and team for the change initiative.
• Learning—testing and refining ideas before a full-blown execution of the initiative.
• Mobilizing—using symbols and metaphors to engage people and gain their buy-in for the change program.
• Realigning—redefining the roles and responsibilities and managing performan

Initiatives aimed at improving performance are often launched with great uproar, costing an organization significant investments.  Such initiatives necessitate extensive changes in the Organizational Culture and the way the enterprise systems and processes function.

However, most initiatives fall short of realizing success.  Decades of scholarly research on Change Management reveals that the issues that contribute the most to the failure of strategic initiatives are:

• Incompetence in sustaining pro

Changing the behaviors of people is the foremost issue with every transformation initiative.

Nudge theory is a novel Change Management model that underscores the importance of understanding the way people think, act, and decide. The model assists in encouraging human imagination and decision making, and transforming negative behaviors and influences on people. The approach helps understand and change human behavior, by analyzing, improving, designing, and offering free choices for people, so that

A major reason for employees leaving their workplaces is conflict with their bosses. To succeed in today’s fiercely competitive market, organizations need to invest in developing their leadership, such that they further develop their teams by training them on the desired competencies and create a sense of engagement in them.

A big challenge for leaders is getting their employees to believe in the organizational vision. No two personalities have the same viewpoints and aspirations, thus conflict i