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ELE brings leaders together across companies and industries to work through the messy stuff: decisions, risk, handoffs, execution drag, and what it takes to move from idea to action.

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Figure out if ELE is for you. Straight answers on what ELE is, who it’s built for, and how contributing members actually work together. Still have a question? Contact us.

Lake Forest Center for Leadership

It’s time to stop treating succession like a box to check—and start seeing it as your best tool for unlocking hidden talent.
At the Milwaukee Talent Development Conference 2025, <a href="https://www.ele.llc/members/jennifer-kern" target="_blank" rel="noopener">Jennifer Kern</a> and <a href="https://www.ele.llc/members/matt-sernaker" target="_blank" rel="noopener">Matt Sernaker</a> delivered a powerful call to action: evolve your leadership playbook from control and cloning to trust, improvisation, and inclusive growth. Their session reframed succession planning as a daily practice—not a once-a-year HR task.
<img class="aligncenter wp-image-43060" src="https://wp.ele.llc/wp-content/uploads/2025/05/Jennifer-Kern-WISE2025-Keynote-Speaker.jpg" alt="" width="691" height="518" />
Instead of grooming carbon copies of today’s leaders, they challenged us to foster environments where individuals can experiment, stretch, and bring their full selves forward. That means modeling courage, showing vulnerability, and creating space for people to take risks without fear of retribution.
🔑 What Forward-Thinking Talent Leaders Can Do Now:

<ul data-start="1162" data-end="1503">
 	<li data-start="1162" data-end="1257">
Coach, don’t just delegate: Empowerment means being present—co-creating, not handing off.
</li>
 	<li data-start="1258" data-end="1379">
Liberate talent to lead differently: Stop rewarding mimicry. Invite diverse thinking, even when it’s uncomfortable.
</li>
 	<li data-start="1380" data-end="1503">
Set the rhythm, then step back: Think jazz, not marching band. Define outcomes—but let your people shape the journey.
</li>
</ul>
<blockquote data-start="1505" data-end="1592">
“Potential won’t show up unless leaders make it safe to act.” — <a href="https://www.ele.llc/members/jennifer-kern" target="_blank" rel="noopener">Jennifer Kern</a>, Lake Forest Center for Leadership
</blockquote>
This session emphasized that empowerment isn’t passive. Liberation isn’t about letting go—it’s about leaning in with intention and trust. Real succession planning happens in the moments when leaders choose to make space, model learning, and prioritize long-term development over short-term perfection.
If you want a stronger bench and a more resilient culture, stop replicating what worked in the past—and start unlocking what’s possible now.

Liberating Potential in Individuals

Integrated Talent Management

Leadership

growth mindset

leadership development

succession planning

talent management

employee engagement

psychological safety

organizational development

inclusive leadership

matt.sernaker

jennifer.kern

future-ready workforce

HR Strategy

Coaching Culture

Trust-Based Leadership

wise2025

leadership agility

liberating potential

talent empowerment

Executive Learning Exchange (ELE)

<blockquote data-start="758" data-end="903">
“Only 2% of CHROs believe their current system actually works.” — Deloitte’s 2025 Human Capital Trends
</blockquote>
At Milwaukee Talent Development Conference 2025, senior talent leaders came together to tackle one of the most stubborn problems in HR: performance management systems that drain time, strain relationships, and rarely drive real outcomes. As panelist Angie Zeigler put it:

<blockquote data-start="758" data-end="903">
“Performance management is like a dandelion—we keep pulling it, but it keeps coming back. The effort we put in just doesn’t match the results.” — <a href="https://www.ele.llc/members/angie-zeigler" target="_blank" rel="noopener">Angie Zeigler</a>
</blockquote>
<img class="aligncenter size-full wp-image-43043" src="https://wp.ele.llc/wp-content/uploads/2025/05/Innovated-Perf-Mgmt-with-AngieZ.jpg" alt="Innovative Performance Management: Elevating Outcomes" width="2352" height="1568" />
The panel—including Angie, <a href="https://www.ele.llc/members/ann-klitzke">Ann Klitzke</a>, <a href="https://www.ele.llc/members/suzanne-sherry" target="_blank" rel="noopener">Suzanne Sherry</a>, and <a href="https://www.ele.llc/members/yolanda-mangram">Yolanda Mangram</a>—shared how traditional PM approaches have become compliance rituals that fail to inspire growth, fairness, or strategic alignment. And yet, when reimagined with intention and simplicity, performance management can become one of the most powerful levers for development, engagement, and culture transformation.

<h3 class="" data-start="1292" data-end="1345">What leading organizations are doing differently:</h3>
<ul data-start="1346" data-end="1886">
 	<li class="" data-start="1346" data-end="1446">
Replacing static reviews with frequent, meaningful conversations that build trust and clarity.
</li>
 	<li class="" data-start="1447" data-end="1543">
Anchoring performance systems in growth and development, not just ratings or compensation.
</li>
 	<li class="" data-start="1544" data-end="1655">
Training managers as coaches—with tools, questions, and feedback frameworks that make conversations real.
</li>
 	<li class="" data-start="1656" data-end="1778">
Using AI responsibly to support bias detection, goal alignment, and calibration—without losing the human connection.
</li>
 	<li class="" data-start="1779" data-end="1886">
Elevating purpose, recognition, and emotional connection as core drivers of motivation and retention.
</li>
</ul>
<h3 class="" data-start="1888" data-end="1916">🎯 What you can do next:</h3>
<ul data-start="1917" data-end="2415">
 	<li class="" data-start="1917" data-end="2010">
Reevaluate the true purpose of your system—is it driving performance or checking boxes?
</li>
 	<li class="" data-start="2011" data-end="2110">
Introduce lightweight employee-driven feedback loops to track check-in frequency and quality.
</li>
 	<li class="" data-start="2111" data-end="2210">
Equip managers with scripts, coaching scenarios, and role-play exercises to build capability.
</li>
 	<li class="" data-start="2211" data-end="2324">
Pilot AI tools for goal-writing, fairness audits, and manager enablement—always with intentional oversight.
</li>
 	<li class="" data-start="2325" data-end="2415">
Rebalance your reward strategy to emphasize development and belonging alongside pay.
</li>
</ul>
Performance management isn't broken—it’s misaligned. Leaders who treat it as a growth engine instead of a rating mechanism are seeing measurable gains in engagement, productivity, and retention. As shown in examples from Rolls-Royce and other high-performing orgs, success lies in shifting the mindset from accountability to partnership, from documentation to dialogue. If your current process feels like pulling weeds, it may be time to plant something better—something rooted in clarity, fairness, and human connection.

Innovative Performance Management: Elevating Outcomes

suzanne.sherry

angie.zeigler

ann.klitzke

performance management

talent development

Performance Improvement

yolanda.mangram

people analytics

HR leadership

HR Innovation

AI in HR

Workforce Transformation

manager coaching

continuous feedback

Froedtert ThedaCare Health

To maintain a competitive edge in today's market, organizations must continually evolve and innovate. Accordingly, the people within these organizations must also be capable of evolving with the organization.

In this session, we will have an interactive discussion exploring strategies for cultivating a workforce that can perform and achieve its strategic goals.

Building Organizational GROWTH Capability

Strategy

roslyn.grant

strategy

CHIE2022

organizational capability

organizational change capability

build organizational growth

change capability

Session Focus:
<ul>
 	<li>The Future of Workplace Culture &amp; Experience (chap 7 of Humanity Works)</li>
 	<li>New Job Categories--Trainers, Explainers, Sustainers, Next Practices for How Tech will improve MY JOB!!! (page 55)</li>
</ul>
Essential Forwarding-thinking Skill: Growth Mindset

Book Discussion on Humanity Works: Merging Technologies and People for the Workforce of the Future

As AI technology evolves in the workplace, adopting an agile learning mindset lets each one of us increase control of our career and future. During this interactive book discussion, Tracey &amp; Teri will add the next practices to bring these ideas to life.

This invite-only collaborative aligns with the research <a href="https://learningexecutive.com/influencer/karen-kocher/" target="_blank" rel="noopener noreferrer">Karen Kocher</a> shared on Oct 17, 2019, <a href="https://learningexecutive.com/2019/10/essential-behaviors-skills-driving-digital-cultural-transformation/" target="_blank" rel="noopener noreferrer">Essential Behaviors &amp; Skills Driving for 2019 and Beyond</a>. By participating in this 90-minute, highly interactive virtual learning circle, HR and Talent Development Team Leaders can build essential new skills critical as our workplaces are evolving.

Future of Work Learning Circle: Workplace Culture & Experience

future of work

Future of Work

dirk.tussing

tracey.wik

teri.hart

career development

upskilling

culture

sustainability

Learning Agility

Culture Change

employee experience

workforce development

ele-highlights

Session Focus: Developing a new mindset, skills, and values for PROFESSIONALS future of work capabilities.

Essential Forwarding-thinking Skill: Growth Mindset

Book Discussion on Humanity Works: Merging Technologies and People for the Workforce of the Future

Let’s Work Together
<ul>
 	<li> What demographic shifts are you noticing in your organization?</li>
 	<li> How can we promote the success of all generations in the workplace?</li>
</ul>
This invite-only collaborative aligns with the research <a href="https://learningexecutive.com/influencer/karen-kocher/" target="_blank" rel="noopener noreferrer">Karen Kocher</a> shared on Oct 17, 2019, <a href="https://learningexecutive.com/2019/10/essential-behaviors-skills-driving-digital-cultural-transformation/" target="_blank" rel="noopener noreferrer">Essential Behaviors &amp; Skills Driving for 2019 and Beyond</a>. By participating in this 90-minute, highly interactive virtual learning circle, HR and Talent Development Team Leaders can build essential new skills critical as our workplaces are evolving.

Future of Work Learning Circle: Developing a New Mindset, Skills, and Values

alexandra.levit

Session Focus: War for Critical Talent

Essential Forwarding-thinking Skill: Growth Mindset

Who are the winners and losers in the War for (Critical) Talent?
<ul>
 	<li>With unemployment at all-time highs and job trends require new skills they are not available with the current workforce.
“Almost 1/3 of senior leaders site talent as their most significant managerial challenge”--McKinsey</li>
</ul>
This invite-only collaborative aligns with the research <a href="https://learningexecutive.com/influencer/karen-kocher/" target="_blank" rel="noopener noreferrer">Karen Kocher</a> shared on Oct 17, 2019, <a href="https://learningexecutive.com/2019/10/essential-behaviors-skills-driving-digital-cultural-transformation/" target="_blank" rel="noopener noreferrer">Essential Behaviors &amp; Skills Driving for 2019 and Beyond</a>. By participating in this 90-minute, highly interactive virtual learning circle, HR and Talent Development Team Leaders can build essential new skills critical as our workplaces are evolving.

Future of Work Learning Circle: War for Critical Talent

integrated talent management

talent risk

christopher.lind

newton.moore

samir.desai

allyson.carter

talent acquisition

Talent Strategy

critical talent

Accenture

Drawing on the extensive experience of our 16,000 management consultants globally, Accenture Management Consulting helps clients identify and deliver value with pace, certainty, and strategic agility. Individuals work alongside top thinkers and leaders in industry and functions to make a real difference in the way the world’s leading organizations operate. Working across the spectrum of Management Consulting activities and initiatives, Accenture resources have more significant opportunities to broaden their career and tackle complex, stimulating challenges. Hiring, developing, and retaining talent while ensuring the right people are available at the right time in the proper role is critical to ensuring the success of our talent and our clients.
Our Management Consulting Development Program (MCDP) is explicitly geared at recent college graduates, who join as a new Business Analyst. MCDP is an intensive two to the three-year program that helps our Business Analysts develop the essential core skills to be relevant to clients and profitable as a management consultant.
Aimed at equipping talent with a “CEO Mindset,” MCDP takes a comprehensive approach to develop leadership skills. Throughout their time in the program, individuals are exposed to a spectrum of management consulting experiences across various specialty areas including Analytics, Customer Relationship Management, Finance &amp; Enterprise Performance, Operations, Risk Management, Strategy, Sustainability, and Talent &amp; Organization. They also participate in a full classroom as well as on-the-job competency development activities.
Individuals in MCDP are encouraged to hone their leadership skills through participation and leadership in defined Action Teams, which design and deliver several strategic initiatives both within geographic “hubs” and across North America.

<ul>
 	<li>Ensure support from all directions (leadership, HR, project managers, etc.)</li>
 	<li>Leverage feedback to continually improve</li>
 	<li>Tailor the experience to the individual to increase relevancy</li>
 	<li>Leverage analytics to refine the recruiting profile and recruiting sources</li>
</ul>

Accenture Case Study: "Unleashing the Power of the Ant Hill"

analytics

Sales &amp; Customer Service

people strategy

learning culture

consultative

effective leadership

accelerated leadership development

karen.bychowski

action learning

customer service

<div style="font-family: 'Segoe UI', Roboto, Helvetica, Arial, sans-serif; color: #333; line-height: 1.8; max-width: 850px; margin: auto; text-align: justify; font-size: 18px;">
<h4 style="font-size: 1.75rem; color: #1a1a1a; margin-top: 2.5rem; margin-bottom: 1.2rem; border-left: 5px solid #cc0000; padding-left: 15px; text-align: left; line-height: 1.3;">From Individual Mindset to Organizational Culture</h4>
For years, we’ve treated the "growth mindset" as a personal trait—something an employee either has or doesn’t. In Cultures of Growth, Mary Murphy flips this narrative. She argues that mindset is not just an internal belief; it is a feature of the environment.
A "Culture of Genius" (fixed mindset) worships innate talent and star performers, which ironically breeds risk-aversion and internal competition. In contrast, a "Culture of Growth" assumes that talent can be developed in anyone given the right support. For ELE members, this book is a call to stop hunting for "unicorns" and start building "forests" where everyone has the soil to grow.


<hr style="border: 0; border-top: 1px solid #eee; margin: 2.5rem 0;" />

<h4 style="font-size: 1.75rem; color: #1a1a1a; margin-top: 2.5rem; margin-bottom: 1.2rem; border-left: 5px solid #cc0000; padding-left: 15px; text-align: left; line-height: 1.3;">The Blueprint: The Mindset Continuum and Triggers</h4>
Murphy moves away from the "either/or" binary and introduces a more nuanced framework for how organizations actually function:

<ul style="padding-left: 25px; margin-bottom: 2.5rem;">
 	<li style="margin-bottom: 1.2rem;">The Mindset Continuum: Both individuals and organizations move along a spectrum between fixed and growth mindsets depending on the situation.</li>
 	<li style="margin-bottom: 1.2rem;">The Four Triggers: Murphy identifies specific "situations" that push teams toward a fixed mindset. Leaders must learn to manage these triggers:
<ul style="padding-left: 25px; margin-top: 0.5rem;">
 	<li>Evaluative Situations: When performance is being judged (e.g., annual reviews).</li>
 	<li>High-Effort Situations: When the work gets difficult or a deadline is tight.</li>
 	<li>Critical Feedback: How people react to being told they missed the mark.</li>
 	<li>The Success of Others: Whether a colleague’s win feels like an inspiration or a threat.</li>
</ul>
</li>
 	<li style="margin-bottom: 1.2rem;">Cultures of Genius vs. Cultures of Growth: She contrasts companies like Enron (genius-obsessed) with the transformation of Microsoft under Satya Nadella (growth-obsessed), showing how the latter leads to higher ethical standards and better long-term results.</li>
</ul>

<hr style="border: 0; border-top: 1px solid #eee; margin: 2.5rem 0;" />

<h4 style="font-size: 1.75rem; color: #1a1a1a; margin-top: 2.5rem; margin-bottom: 1.2rem; border-left: 5px solid #cc0000; padding-left: 15px; text-align: left; line-height: 1.3;">Why It Matters for the ELE Community</h4>
As senior leaders shaping the future of work, Murphy’s research provides the strategic "why" behind your most important culture initiatives:

<ul style="padding-left: 25px; margin-bottom: 2.5rem;">
 	<li style="margin-bottom: 1.2rem;">Sustainable Innovation: In a "Culture of Genius," people are afraid to look "un-smart," so they stop taking risks. ELE members can use this book to justify the "psychological safety" needed for true innovation.</li>
 	<li style="margin-bottom: 1.2rem;">Authentic Equity: Murphy highlights that a "Culture of Genius" often excludes diverse talent who don't fit the stereotypical mold of a "prodigy." A growth culture is inherently more inclusive because it values potential and effort over pedigree.</li>
 	<li style="margin-bottom: 1.2rem;">Operationalizing Mindset: The book offers a "Cues Audit"—a practical tool for HR and L&amp;D leaders to examine their policies, language, and rewards to see if they are accidentally incentivizing a fixed mindset.</li>
</ul>

<hr style="border: 0; border-top: 1px solid #eee; margin: 2.5rem 0;" />

<div style="font-style: italic; color: #444; background-color: #f4f4f4; padding: 30px; border-radius: 12px; border-right: 5px solid #cc0000;">Mindset is not a solo sport; it is a collective environment we build through every policy, meeting, and piece of feedback. When we shift from a "culture of genius" to a "culture of growth," we stop being judges of talent and start being architects of potential. The most successful organizations of the future won't be those with the smartest people, but those that make it easiest for everyone to become smarter together.</div>
</div>

Cultures of Growth: How the New Science of Mindset Can Transform Individuals, Teams, and Organizations

leadership

Engagement &amp; Culture

innovation

Change Management

inclusion

edward.desrosiers

systems thinking

organizational culture

Self-Improvement

Personal Development

mindset psychology

workplace productivity

positivepsychology

transformative learning

rebecca.holmlund

adam.walleser

L&amp;D strategy

Tags (ready to copy and paste): growth mindset

equity and inclusion

John Dewey reshaped global thinking about the purpose of education—and, by extension, how we develop people at every stage of life. In Democracy and Education (1916), he challenged the traditional “command and control” classroom where teachers lecture and students comply. Instead, he championed learning through real experience: designing, building, experimenting, creating, collaborating.

Dewey believed that democratic education isn’t just about knowledge transfer—it’s about cultivating curious, capable, socially responsible humans. In today’s language, he was arguing for experiential learning, human-centered design, and cultures that empower people to think, question, and contribute meaningfully.

This updated edition brings Dewey’s insights into modern debates that talent and learning leaders wrestle with every day: standards and assessments, accountability, inclusion, learner autonomy, the role of technology, and the connection between environment and performance. Each chapter includes a short, clear overview that translates Dewey’s argument into contemporary relevance—plus reflective questions designed to spark dialogue, exploration, and practical application.

Drawing on more than a century of scholarship, this edition positions Democracy and Education as an essential resource for anyone shaping learning systems—whether classrooms, leadership programs, or enterprise-wide cultures of development. Dewey’s core message endures: if we want people who can thrive in a dynamic, interconnected world, we must create learning experiences that mirror the world we want them to help build.

Democracy and Education

experiential learning

critical thinking

continuous learning

Employee Growth

educational philosophy

democratic leadership

vocational education

social intelligence

A very well written research and examples of the science of achieving greater things. Debunks several myths in our profession such as the importance of understanding learning styles. Important reading for any Talent Development professional.

The #1 New York Times bestselling author of Think Again illuminates how we can elevate ourselves and others to unexpected heights.
We live in a world that’s obsessed with talent. We celebrate gifted students in school, natural athletes in sports, and child prodigies in music. But admiring people who start out with innate advantages leads us to overlook the distance we ourselves can travel. We underestimate the range of skills that we can learn and how good we can become. We can all improve at improving. And when opportunity doesn’t knock, there are ways to build a door.
Hidden Potential offers a new framework for raising aspirations and exceeding expectations. Adam Grant weaves together groundbreaking evidence, surprising insights, and vivid storytelling that takes us from the classroom to the boardroom, the playground to the Olympics, and underground to outer space. He shows that progress depends less on how hard you work than how well you learn. Growth is not about the genius you possess—it’s about the character you develop. Grant explores how to build the character skills and motivational structures to realize our own potential, and how to design systems that create opportunities for those who have been underrated and overlooked.
Many writers have chronicled the habits of superstars who accomplish great things. This book reveals how anyone can rise to achieve greater things. The true measure of your potential is not the height of the peak you’ve reached, but how far you’ve climbed to get there.

Hidden Potential: The Science of Achieving Greater Things

jane.shlaes

heather.tunison

cognitive psychology

success strategies

psychology of success

behavioral science

performance optimization

michelle.eide

After decades of research, world-renowned Stanford University psychologist Carol S. Dweck, Ph.D., discovered a simple but groundbreaking idea: the power of mindset. In this brilliant book, she shows how success in school, work, sports, the arts, and almost every area of human endeavor can be dramatically influenced by how we think about our talents and abilities. People with a fixed mindset—those who believe that abilities are fixed—are less likely to flourish than those with a growth mindset—those who believe that abilities can be developed. Mindset reveals how great parents, teachers, managers, and athletes can put this idea to use to foster outstanding accomplishment.

In this edition, Dweck offers new insights into her now famous and broadly embraced concept. She introduces a phenomenon she calls false growth mindset and guides people toward adopting a deeper, truer growth mindset. She also expands the mindset concept beyond the individual, applying it to the cultures of groups and organizations. With the right mindset, you can motivate those you lead, teach, and love—to transform their lives and your own

Mindset: The New Psychology of Success

evidence-based research

mike.kester

shelley.smith

keri.kersten

cindy.pinkstaffmiller

<div style="font-family: 'Segoe UI', Roboto, Helvetica, Arial, sans-serif; color: #333; line-height: 1.8; max-width: 850px; margin: auto; text-align: justify; font-size: 18px;">
<h4 style="font-size: 1.75rem; color: #1a1a1a; margin-top: 2.5rem; margin-bottom: 1.2rem; border-left: 5px solid #cc0000; padding-left: 15px; text-align: left; line-height: 1.3;">The Science of Failing Well</h4>
We’ve all heard the Silicon Valley mantras to "fail fast" and "fail forward," but in a high-stakes corporate environment, failure often feels like a liability rather than an asset. In Right Kind of Wrong, Harvard Business School professor Amy Edmondson provides the much-needed nuance that the "fail fast" movement lacks.
She distinguishes between unproductive mistakes and what she calls Intelligent Failure. For ELE members, this book is the definitive guide to building a culture where experimentation is rigorous, and learning is the primary objective, not just a consolation prize for a missed KPI.


<hr style="border: 0; border-top: 1px solid #eee; margin: 2.5rem 0;" />

<h4 style="font-size: 1.75rem; color: #1a1a1a; margin-top: 2.5rem; margin-bottom: 1.2rem; border-left: 5px solid #cc0000; padding-left: 15px; text-align: left; line-height: 1.3;">The Blueprint: Three Types of Failure</h4>
Edmondson breaks down the anatomy of mistakes so leaders can stop treating all errors as equal. To build a resilient organization, you must learn to categorize:

<ul style="padding-left: 25px; margin-bottom: 2rem;">
 	<li style="margin-bottom: 1.2rem;">Basic Failures: Simple mistakes in known territory (e.g., a typo in a contract). These are preventable through better training and checklists.</li>
 	<li style="margin-bottom: 1.2rem;">Complex Failures: These occur when multiple small factors align in a "perfect storm" (e.g., a supply chain breakdown). They require systems thinking to diagnose and mitigate.</li>
 	<li style="margin-bottom: 1.2rem;">Intelligent Failures: These are the "Right Kind of Wrong." They happen when we experiment in new territory, the risk is calculated, and the potential for learning is high.</li>
</ul>
<blockquote style="background-color: #fdf2f2; border-left: 5px solid #cc0000; padding: 20px 30px; margin: 2.5rem 0; border-radius: 0 8px 8px 0; font-style: italic;">
The Framework for Intelligence: An intelligent failure must take place in pursuit of a goal, be based on a hypothesis, and be as small as possible to limit the "blast radius" while maximizing insight.
</blockquote>

<hr style="border: 0; border-top: 1px solid #eee; margin: 2.5rem 0;" />

<h4 style="font-size: 1.75rem; color: #1a1a1a; margin-top: 2.5rem; margin-bottom: 1.2rem; border-left: 5px solid #cc0000; padding-left: 15px; text-align: left; line-height: 1.3;">Why It Matters for the ELE Community</h4>
For senior HR and Talent leaders, Edmondson’s research provides a strategic framework for talent development and risk management:

<ul style="padding-left: 25px; margin-bottom: 2.5rem;">
 	<li style="margin-bottom: 1.2rem;">From Safety to Accountability: This book clarifies that psychological safety isn't about "being nice"—it’s about high standards and the candor required to report failures early.</li>
 	<li style="margin-bottom: 1.2rem;">Cultivating a Growth Mindset: It provides a practical curriculum for L&amp;D leaders to teach teams how to conduct "post-mortems" without the blame game, turning every setback into a competitive advantage.</li>
 	<li style="margin-bottom: 1.2rem;">Innovation Insurance: As organizations navigate AI and digital shifts, "Right Kind of Wrong" gives leaders the toolkit to encourage the bold experimentation necessary for survival without risking the entire enterprise.</li>
</ul>

<hr style="border: 0; border-top: 1px solid #eee; margin: 2.5rem 0;" />

<div style="font-style: italic; color: #444; background-color: #f4f4f4; padding: 30px; border-radius: 12px; border-right: 5px solid #cc0000;">Building a culture of innovation isn't about eliminating failure; it’s about mastering it. By teaching our organizations to distinguish between a careless error and an intelligent experiment, we unlock the true potential of our talent. Success isn't the absence of failure—it's the ability to fail in ways that propel us toward the next great breakthrough.</div>
</div>

Right Kind of Wrong: The Science of Failing Well

accountability

learning and development

resilience

michael.hruska

High-Performance Teams

intelligent failure

innovation strategy

baryons.aimentor

Diversity initiatives are falling short. This book shows leaders how to develop the skills needed to build sustainably inclusive organizations using a tested, research-based model developed by the global organizational consulting firm Korn Ferry.

According to the journal Human Resource Management, companies are spending over $8 billion a year on diversity programs. Yet today, the senior leadership teams at Fortune 500 companies are far from mirroring the diversity of their workforce and its customers. Andrés Tapia and Alina Polonskaia, senior leaders at Korn Ferry, argue that to build sustainable diversity and inclusion, organizations need to have inclusive leaders at all levels.

In this book, Tapia and Polonskaia draw on Korn Ferry's massive database of 3 million leadership assessments to reveal the essential qualities of inclusive leaders. They discuss the personality traits these leaders share and detail how to develop what they call the five disciplines of inclusive leadership: building interpersonal trust, integrating diverse perspectives, optimizing talent, applying an adaptive mindset, and achieving transformation.

Tapia and Polonskaia also outline the competencies behind each discipline, describe individual and organizational exemplars of inclusive leadership, and show how the five disciplines enable leaders to unleash the power of all people and to build both structurally and behaviorally inclusive organizations. This book will help leaders foster the skills to deal with today's complex challenges and create a more inclusive, sustainable, and prosperous future for all of us.

The 5 Disciplines of Inclusive Leaders: Unleashing the Power of All of Us

transformation

early career

Millennials

chuck.adams

helping managers

diversity &amp; inclusion

genz

andres.tapia

trust

Equitable and Inclusive

cultural transformation

evidence-based stategy

diversity

DEIB

george.jifas

teresa.henderson

tanya.hinton

This book offers a new model for creating inclusive organizations and illuminates diversity's vital role in developing solutions to the critical social, environmental, and leadership challenges we face.

While many companies focus on DEI efforts, we must take inclusion to the next level. Our massive social, economic, and environmental challenges can only be solved when organizations and institutions embrace complete inclusion. This book gives organizations practical steps for increasing diversity to enhance their capacity to solve global challenges.

Andres T. Tapia and Fayruz Kirtzman, senior client partners at international consulting powerhouse Korn Ferry, draw on Korn Ferry'sthe company's extensive research to outline five disciplines of inclusive organizations. These are the ability to:
<ol>
 	<li>Managing the risk</li>
 	<li>Exploring the awareness</li>
 	<li>Maximizing the talent systems</li>
 	<li>Mastering the logistics</li>
 	<li>Seeing the marketplace</li>
</ol>
&nbsp;

Based on metrics and proven solutions, this book provides useful strategies for building inclusive organizations. It reveals how such organizations can generate greater innovation, drive business results, optimize talent, and work towards greater social and environmental justice.

The 5 Disciplines of Inclusive Organizations: How Diverse and Equitable Enterprises Will Transform the World

ana.bedard

organizational effectiveness

ariana.paz

Working parenthood can be overwhelming, frustrating, and riddled with guilt. It can also be a source of joy, inspiration, and creativity. Balancing rich scientific research with friendly, supportive tips and anecdotes. Yael Schonbrun offers a toolkit to help even the most stressed of working parents grow the good while better managing inevitable challenges. She banishes the idea that the key to ultimate working parenthood is the ability to do it all. Instead, the key is to learn how these roles, together, can help you thrive!
<h3>Key Aspects of the Book</h3>
<ul>
 	<li>Based on Science, Not Just Opinion: The strategies in the book are rooted in Acceptance and Commitment Therapy (ACT), a form of mindfulness-based behavioral therapy. This provides a strong, research-backed framework for the advice.</li>
 	<li>Focus on Mindset: The book is not about productivity "hacks" to fit more into your day. Instead, it's an "inside-out" approach that teaches you how to change the way you think and feel about your roles.</li>
 	<li>Practical Strategies: The book outlines 12 specific strategies, such as getting clear on your core values, practicing mindfulness, and viewing the transition between roles as a form of "micro-rest." These are designed to be actionable and manageable for busy parents.</li>
 	<li>Embraces Imperfection: Work, Parent, Thrive encourages you to let go of guilt and accept that some things are out of your control. It helps you focus on what truly matters to you, rather than on the pressure to be perfect in every area of your life.</li>
</ul>

Work, Parent, Thrive: 12 Science-Backed Strategies to Ditch Guilt, Manage Overwhelm, and Grow Connection

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