101 Learning and Development Tools is your practical guide to all the most up-to-date training techniques, organized around the classic learning and development cycle. Whether you need a quick, ready solution or some guidance on where to go for in-depth information, this is your essential reference
guide. It picks up from where you are in the process of managing learning, and helps you place it in a broader context. Each chapter is a mini guide to each tool with: a description of the tool analysis resources needed cost implications
cross-references to help you identify alternative or related tools for further study or investigation101 Learning and Development Tools is the indispensable, all-in-one-volume reference book for both professionals in the field and students learning about the subject.
Most leadership development runs on rails: courses are organized with standard content usually delivered by companies set up expressly for that purpose. Most leadership programmes fail when judged on whether they achieve lasting impact and behaviour change because what is covered is often forgotten
after the programme ends. Building Leadership Development Programmes is designed to show how leadership development should work. It challenges the widely accepted notion that leadership development cannot be measured and it exemplifies how to design programmes that are in line with organizational
needs and deliver lasting and measurable impact. Building Leadership Development Programmes is structured around detailed case studies from around the world that offer unique insights into the process of building effective leadership development, looking at a range of approaches from almost zero
cost options to high end investment that actually works. It helps readers think through what it is that they are actually trying to achieve, offering processes to work through to establish what is necessary for their organization and take a longer view than looking for quick fixes. It features case
studies including Crotonville Leadership Centre who have worked with GE, McKinsey and the Red Cross, and interviews with world authorities on leadership and talent development. Detailed guidance will help identify the right measures to ensure impact, and to adopt the right methodologies, including
looking at leadership coaching, mentoring, social learning and action learning, blowing apart the idea that expensive training courses are always required.
Start measuring the impact of coaching activities and align coaching and mentoring to an organization's overall business strategy. Over the last 15 years, Coaching and Mentoring has become the go-to guide for anyone looking to develop their coaching and mentoring skills at individual, team or
organizational level. Clear and accessible, it uses practical tools and best practice to demonstrate how to relate theoretical models to specific situations to gain real benefits. It provides strategies that can be applied to any situation, including life coaching, business coaching and community
mentoring.Now in its third edition, Coaching and Mentoring has been fully updated to cover the latest thinking and developments in this area including extended coverage of coaching supervision. There is also a brand new section on practical applications of coaching and mentoring for organizations,
which includes advice on how to align coaching and mentoring strategies to overall business goals and how to provide evidence for its transformational impact on employee performance. Full of practical advice, case studies and examples, this comprehensive guide will be of value to everyone involved
in any aspect of coaching and mentoring.
One of the hallmarks of maturity as a coach is awareness of how your values, beliefs, and other factors affect your coaching interventions. It takes skill to notice these influences which can manifest both physically and mentally during coaching, while simultaneously ensuring a client focused
approach. Coaching Presence examines how self-awareness can be built across key aspects of coaching practice, introducing a model that will help you make a conscious and deliberate choice for every approach or intervention that you use with your client. It explores how, by paying close attention to
the motivations behind every coaching choice, you can minimize the unconscious negative influences and bias to produce the best outcome for the client and their wider system. It will also help you recognize when conscious visibility expressed explicitly to the client may actually be the best
coaching solution. An online supporting resource includes a 'Leader as Mediator' white paper.
The training and development needs of any workforce vary dramatically between the generations and levels even so far as the style of communication needed to be effective.At the same time training budgets are tighter than ever before and training departments are increasing marginalised as informal
learning in a cyber workplace grows. So how can you tackle the challenges of this environment effectively?Complete Training looks at the employee life cycle and posits a series of training challenges and opportunities relevant across each stage - from new hires to the éminence grise of the
organisation - the objective is to enable learning and development practitioners to build individual capability and an organisation with a memory, continually learning from its own endeavours. By looking at how learning organisations succeed, complete training seeks to re-position L&D as central
to the business, central to strategy and central to the organization's mission.
To maximise enjoyment of work and life requires a continual response to the changing world in which we live. Are you living to work or working to live? What would you like to be doing? We need to look within at our latent skills and abilities and explore ways of building on our current talents and
developing new aspects of ourselves. Continuing Professional Development explores the importance of continuing professional development (CPD) and the different methods that can be used to analyse development needs and create and implement a CPD plan. It provides practical guidance and a theoretical
overview of CPD, including examples and case studies.This fully updated 2nd edition of Continuing Professional Development includes increased coverage of the critical debate about issues in CPD, outlines how to organize and encourage CPD and provides guidance on how senior members of the profession
can use and benefit from CPD. Activities and self-diagnostic tools, critical debates about issues and coverage of how to organize and encourage CPD all bring the topic to life for CIPD students undertaking the Professional Development Scheme as well as general readers seeking to encourage CPD in the
workplace. Online supporting resources include an instructor's manual and lecture slides.
As the global economy has changed and thus organizations with it, more learning is delivered at and through work and individuals are encouraged to utilise the opportunities that advances in technology have brought to take charge of their own learning. Essential reading for the CIPD Level 7 Advanced
postgraduate unit Designing, Delivering and Evaluating Learning and Development Provision, Designing, Delivering and Evaluating L&D critically examines the contextual factors impacting upon these activities in organizations. With case studies from the public, private and voluntary sectors as
well as examples of international practice, the book helps to identify some of the challenges L&D professionals face in a range of environments. Designing, Delivering and Evaluating L&D is suitable not just for students working towards a CIPD Level 7 qualification, but also for those
studying more general business and management degrees, as well as anyone who may have studied the subject previously and wishes to engage in continuous professional development with regard to this key HR practice. Online supporting resources include an instructor's manual, lecture slides and web
Published with the Association for Coaching, Diversity in Coaching explores the impact and implication of difference in coaching. The book looks at how coaches can respond to issues of gender, generational, cultural, national and racial difference. Understanding how diversity impacts upon coaching
is a crucial element to coaching effectively in today's diverse society and can give coaches the edge when responding to their coachees need.Written by an international team of coaching professionals, the book provides guidance on understanding diversity and how coaches can adapt coaching styles and
techniques to meet individual needs, local demands and cultural preferences.It explores the impact and implication of difference in coaching, providing practical information to help coaches respond effectively to issues of diversity.
Emotional Intelligence Coaching examines the vital role emotions and habits play in performance. Emotional intelligence can help leaders and coaches recognize how attitudes - both their own and those of the people they coach - prevent individuals from reaching their potential. Replacing these with
more useful feelings and thoughts can provide a powerful means of improving performance. This book explains the principles of emotional intelligence and how these relate to coaching for performance. It includes practical activities for those seeking to identify and adapt their behaviour in order to
achieve more.Never before have emotional intelligence and coaching been brought together in this way to help you develop your own and other people's performance.
Mentoring is the most cost-efficient and sustainable method of fostering and developing talent within your organization. It can be used to stretch talented individuals, power diversity programmes and ensure that knowledge and experience is successfully handed down. As such, the benefits of a
mentoring programme are numerous: the mentee receives a helping hand to identify and achieve goals, and the mentor gets the satisfaction of helping others to develop. Organizations offering mentorship gain from improved employee performance and talent retention. Everyone Needs a Mentor explains what
mentoring is, what various models there are and how these differ from coaching. It shows you how to make a business case for mentoring and then how to set up, run and maintain your own programme.This fully revised 5th edition of Everyone Needs a Mentor has been revised and updated to include a
wealth of international case studies alongside developments in the field such as multinational mentoring, maternity mentoring and the impact of social media on mentoring.