Blog.
From leadership styles to corporate culture, the rise of startups and the ubiquity of social media, the last 20 years has radically shifted the professional landscape. Those who embrace the new uncertainties thrive, while those who ignore them fall further behind. We’re exploring all elements of the new world of work, and sharing them here.
To stay relevant, you need to keep learning. We interviewed Professor Bradley R. Staats, who teaches us how to do this more effectively in his book Never Stop Learning.
If you’re in the business of selling a service, it’s time to frame the conversation around what you ultimately sell to your client.
Here are a few tips and concepts on how to make the most of any reflection or planning you do during this magical time of the year.
How do I get off the treadmill of trading time for dollars? How do I scale my impact? How do I grow my business without bringing on a bunch of employees or contractors? Asked a number of different ways, this may be the most common question I hear from established consultants and trainers: How do […]
Over 14 years I’ve had the pleasure of literally thousands of conversations* with consultants, facilitators, trainers and coaches, at every stage of their journey and every size from solo to multi-national. It’s been interesting to see patterns emerge; specific questions and problems raised from the spectrum. We go through a fascinating evolution of four phases […]
As learning practitioners, we care about our content. We care about our program participants and their experience. We care about creating impact. But if you had to prioritize, which one matters to you most? As, if not more importantly, which one matters most to your client? Working with over 100 active consultants to help them […]
As a leadership consultant, oftentimes you’re selling into the HR or Learning & Development (L&D) function within the organization. And, logically, when you’re selling into HR you’re addressing HR’s needs. HR’s needs are often driven by content, however and, by extension, how they measure program success – usually revolve around “participant satisfaction” and “knowledge retention”. […]
A couple years ago, a consultant we were working with – let’s call him Jayson – was asked to submit a proposal for a leadership development program. They also told him they had a program budget of ~$80k. Two months later, Jayson had a signed contract. Not for an $80k Leadership Program, but a $450k, […]
