Maria Koller

The hardest thing about succession planning? Facing the honest truth. The emotional dimension of succession planning - rather than the logistical side - gets people and organizations stuck. In a culture that valorizes power and strength, any of us can find it difficult to admit that we are not performing at the level we once were and possibly need to step back from leadership positions. Many leaders stay too long. If you’re asking the question, “Is it time to go?” the answer is most likely yes. And if you’re not sure… Read the full post at https://bit.ly/3LFO2c2 Want more posts on nonprofit strategy, racial equity, and leadership? Subscribe https://bit.ly/3qmL28Q

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For many L&D professionals, stakeholder management is one of the most challenging aspects of the job. But stakeholder engagement is critical to project success. On an episode of the Learning & Development podcast, Mirjam Neelen, head of global learning design and learning sciences for Novartis, shares tips for aligning stakeholders and how it’s helped her pivot from a “learning-focused” practice towards a “performance orientation.” Neelan is laser-focused on connecting the work of L&D to real business challenges. That means looking at the bigger picture, understanding the business, and identifying how L&D can add value. Neelen realized early on that this approach is not typically how L&D programs operate. “When I was more junior and creating eLearning, it was tough to see how a specific eLearning program I was developing was helping people to do something different on the job,” she says. Now that she’s taken the reins, Neelan has a systematized approach to performance improvement that starts with getting stakeholders involved from day one. She brings all stakeholders together, often virtually, to talk about the problem they’re trying to solve. “What that does, usually, is that they start to see that they actually disagree a lot on what they actually are trying to achieve,” she says. It’s a simple step, but a helpful one for getting stakeholders to realize on their own—and early on—that they don’t yet agree on the problem at hand. Why should this task fall to L&D? According to Neelan, “L&D has, which I don’t think could be understated, diplomacy.” L&D is particularly well-suited to play mediator between stakeholders—use your diplomacy to help them work together to properly identify the business problem and sign off on “training that works instead of simply ticking a box.” . . Did you like reading this excerpt from our weekly learning newsletter, Abstract? Sign up to receive stories like this on Tuesday mornings [Link in the comments]. #learning #learningstrategy #learningleader #learninganddevelopment #traininganddevelopment

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If you've ever asked yourself: Is our organizational culture actually supporting our strategy? How can we align the way our people think and act with our organizational values? What systems, processes, and governance structures stand in the way of change? Then it's time to consider a strategic cultural transformation. Cultures evolve organically, but to thrive in a growing and scaling organization, intentional change is crucial. Let us help you align your culture with your strategy for lasting success. #OrganizationalCulture #CulturalChange #Leadership #Strategy #TeamAlignment #TPCLeadership

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For many L&D professionals, stakeholder management is one of the most challenging aspects of the job. But stakeholder engagement is critical to project success. In an episode of the Learning & Development podcast, Mirjam Neelen, head of global learning design and learning sciences for Novartis, shares tips for aligning stakeholders and how it’s helped her pivot from a “learning-focused” practice towards a “performance orientation.” Neelan is laser-focused on connecting the work of L&D to real business challenges. That means looking at the bigger picture, understanding the business, and identifying how L&D can add value. Neelen realized early on that this approach is not typically how L&D programs operate. “When I was more junior and creating eLearning, it was tough to see how a specific eLearning program I was developing was helping people to do something different on the job,” she says. Now that she’s taken the reins, Neelan has a systematized approach to performance improvement that starts with getting stakeholders involved from day one. She brings all stakeholders together, often virtually, to talk about the problem they're trying to solve. “What that does, usually, is that they start to see that they actually disagree a lot on what they actually are trying to achieve,” she says. It’s a simple step, but a helpful one for getting stakeholders to realize on their own—and early on—that they don't yet agree on the problem at hand. Why should this task fall to L&D? According to Neelan, “L&D has, which I don't think could be understated, diplomacy.” L&D is particularly well-suited to play mediator between stakeholders—use your diplomacy to help them work together to properly identify the business problem and sign off on “training that works instead of simply ticking a box.” . . Did you like reading this excerpt from our weekly learning newsletter, Abstract? Sign up to receive stories like this on Tuesday mornings [Link in the comments]. #learning #learningstrategy #learningleader #learninganddevelopment #traininganddevelopment

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For many L&D professionals, stakeholder management is one of the most challenging aspects of the job. But stakeholder engagement is critical to project success. In an episode of the Learning & Development podcast, Mirjam Neelen, head of global learning design and learning sciences for Novartis, shares tips for aligning stakeholders and how it’s helped her pivot from a “learning-focused” practice towards a “performance orientation.” Neelan is laser-focused on connecting the work of L&D to real business challenges. That means looking at the bigger picture, understanding the business, and identifying how L&D can add value. Neelen realized early on that this approach is not typically how L&D programs operate. “When I was more junior and creating eLearning, it was tough to see how a specific eLearning program I was developing was helping people to do something different on the job,” she says. Now that she’s taken the reins, Neelan has a systematized approach to performance improvement that starts with getting stakeholders involved from day one. She brings all stakeholders together, often virtually, to talk about the problem they're trying to solve. “What that does, usually, is that they start to see that they actually disagree a lot on what they actually are trying to achieve,” she says. 👉 It’s a simple step, but a helpful one for getting stakeholders to realize on their own—and early on—that they don't yet agree on the problem at hand. Why should this task fall to L&D? According to Neelan, “L&D has, which I don't think could be understated, diplomacy.” L&D is particularly well-suited to play mediator between stakeholders—use your diplomacy to help them work together to properly identify the business problem and sign off on “training that works instead of simply ticking a box.” . . Did you like reading this excerpt from our weekly learning newsletter, Abstract? Sign up to receive stories like this on Tuesday mornings [Link in the comments]. #learning #learningstrategy #learningleader #learninganddevelopment #traininganddevelopment

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Key learnings in executive coaching are not just insights—they are the catalysts for meaningful change. These takeaways shape how you approach leadership challenges and guide your decision-making processes. But the real value of a coaching session lies in the ability of a skilled facilitator to help you understand and apply these learnings effectively. Great facilitators don’t merely present concepts; they translate them into actionable strategies that resonate with your unique needs. They help you focus on the essentials, offering clarity in complexity, and ensure you leave the session with a clear roadmap for success. Understanding the fundamentals is critical, but applying them in real-life situations is where transformation happens. With a good facilitator, you’ll move beyond theory to tangible improvements, making sure your growth is not just temporary but lasting. ➡️Ready to experience the impact of strategic coaching? Let a skilled facilitator guide your leadership journey and ensure your key learnings turn into actionable results. 🛄Ready to elevate your leadership skills? Reach out to explore how coaching can drive your professional growth. Learn more about our services, write to [email protected] or visit our website https://lnkd.in/dZ-4uTrM #ExecutiveCoaching #LeadershipEssentials #CoachingForSuccess #FacilitationSkills #LeadershipDevelopment #KeyLearnings #BusinessStrategy #ProfessionalGrowth #UnlockPotential #LeadWithImpact #lslearningsystems

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Every now and then, a book challenges the status quo and shows us we can do better. "The Five Talents that Really Matter" by Barry Conchie and Sarah Dalton is that book. Discover the scientific approach behind identifying essential leadership talents and learn how the absolute best achieve success. #HRTechChat #Leadership #TalentAssessment https://hubs.la/Q02Yxd680

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Change is never one way... - It always involves leadership and grassroots evolution - Expecting people to "change" without demanding the same from leadership is a poor form of "resilience" Approaching complex organizational #change in environments characterized by poor psychological safety and low critical thinking requires careful and strategic planning that covers: 1. Building authentic #PsychologicalSafety 2. Creating rails for smart #Transparency and safe data mining of change evidence 3. Fostering #CriticalThinking via measurable and contextual Live Pulse feedback model https://lnkd.in/g_fDcAHt

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📈‘’𝗦𝘁𝗮𝘆𝗶𝗻𝗴 𝘁𝗵𝗲 𝘀𝗮𝗺𝗲, 𝗺𝗲𝗮𝗻𝘀 𝗴𝗼𝗶𝗻𝗴 𝗯𝗮𝗰𝗸𝘄𝗮𝗿𝗱𝘀’’ How can you become aware of your own reaction? How can you lead effectively in changing situations? Today’s fast changing environment calls for managers and employees to master the relevant skills for now and future jobs. Our 𝗖𝗵𝗮𝗻𝗴𝗲 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 courses in partnership with RELEVANCE can help you do just that! Training programs during our Summer School: - Agile project management - Creativity & Innovation - Change management If you participate in any of our upcoming Summer School groups scheduled between today and Sept. 8, you are eligible for a 20% discount (use code 𝗦𝗨𝗠𝗠𝗘𝗥𝟮𝟬). #changemanagement #teamwork #powerskills

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We are launching a Board Practice in September. This article explores some of the issues of coaching at board level. We have a dozen very experienced coaches, who have operated at board and executive committee levels (including current NED's and Chair) who are able to bring their experience to board members, executive committees and those who support boards. This includes communication and impact workshops and coaching for those who need to successfully present to boards (by our top communications coach Robin Kermode). Maria Darby-Walker, Mark Prisk FRICS, Johan De Mulder, Louise Taylor Walls, Laurent Terseur, Claudia Bennewitz, Meena Anand, Ian W., Frances White, Annette Andrews, Philip J H Crocker PCC ICF

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Do you trust your leaders? When things feel uncertain, the strength of leadership can make or break an organisation. But what sets great leaders apart? Two things: trust and wisdom. Trustworthy leaders create an atmosphere of security and confidence, especially during uncertain times. They build this trust through consistent actions, transparent communication, and unwavering integrity. It’s not just about what they say, it’s about what they do. Wisdom, on the other hand, is the compass that guides leaders through uncharted waters. It’s about blending experience, knowledge, and foresight to make decisions that balance immediate challenges with long-term goals. Wise leaders don’t just react; they anticipate and act with purpose. When trust and wisdom come together, they form the backbone of leadership that doesn’t just manage change but turns it into an opportunity for growth. These leaders inspire, empower, and drive teams forward. Now, the question turns to you: How do you show your trustworthiness and wisdom as a leader? #Trust #Wisdom #Authenticity #Leadership

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Curious about how Next Great Step can help you land your dream job? In this video, we break down our proven process and explain how we support you through two types of coaching: Group Coaching – Collaborate with peers for shared insights and support! Private Coaching – Get personalized, one-on-one guidance tailored to your goals! Whether you thrive in a group or prefer individualized attention, we’ve got the coaching program for you. Ready to take the Next Great Step? Watch now to learn more! #CareerCoaching #GroupCoaching #PrivateCoaching #NextGreatStep #CareerSuccess"

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Transpersonal Coaching with Hetty Einzig As we realize that our business models are no longer fit for purpose in our fast, fracturing, and changing world, coaching must also reexamine its approaches and models. Our workshop on Transpersonal Coaching with Hetty Einzig will highlight how engaging with our Spiritual Intelligence (SQ), plus building on Emotional Intelligence (EQ) and ecosystemic thinking, can enable deeper and broader perspectives. Don't miss out on this insightful conversation. For more information or to register, use the link below: https://lnkd.in/d4ZTkTuf #ACGlobal #webinar #transpersonalcoaching #transpersonalapproach #spiritualintelligence #emotionalintelligence #coachingperspectives #coachingtools #transpersonaltechniques #coachingpractice

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Just one day to go! So excited to share with everyone the new episode of EmpowerHer with Christine Duguay. You will learn - ✅ What is leadership? ✅ What does good leadership look like? ✅ How can you become a leader? ✅ The myths around leadership and management ✅ All things about Organizational Learning, Coaching and Development Tune in 11 AM EST on the 27th of July on my youtube channel and wherever you get your podcasts. Links in the comment down below!

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What are the disadvantages of a nice corporate culture? In the very worst case, the organization could fail. When leaders and employees care more about maintaining a reputation for niceness than delivering results, it can cost productivity and profitability. Our latest blog post suggests an alternate type of nice corporate culture. Read more: https://lnkd.in/gfTZqwQd Hogan Assessments #HoganPersonality #Personality #Growth #Success #Leadership #Feedback Ryne Sherman Blake Loepp

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They are out, the #ICF #Coachingsupervision #competencymodel Thank you Joel DiGirolamo Thomas Tkach Carrie Abner, CAE and all those who have worked diligently on this growing our field. My wish for 2025 - an ICF #credential and approval of programmes as opposed to just CCEs plus SUPERvision even more embedded in credentialing and renewal… ICF have chosen to focus the model on Coaching SUPERvision, however, our faculty at #CoachME note that it can be transferable for SUPERvising mentors, leaders, OD and L&D professionals, trainers, co-coaches, facilitators… Now for a bit of debate and generative thinking. 🤔 I find the phrase ‘coaching the coach’ leads to confusion in the field. We always advocate, right from initial coach training on our Association for Coaching and our ICF Level 1 programmes coaches having coaching for themselves for the experience (of course!). We prefer to say a coaching style of SUPERvision which can be one way to SUPERvise. This discussion came up this week in our #emcc #esqa training for #esia and some of the group were surprised at my stance due to my usually eclectic approach blending, for example somatic work with gestalt approaches and psychodynamic… My take is that if you are coach me on my stuff such as eg a relationships, we may talk about the ways that beliefs or habits play out in my different relationships including with clients and so the topic could come up in SUPERvision with a focus on the business side of coaching work and on the behaviours, ways of being too and yet it is a different focus. Of course, the restorative element of SUPERvision may also shine a light on the topic too. Maybe a dotted line around SUPERvision and coaching the coach, one that is permeable as opposed to being a thick line or division? Of course, in SUPERvision we may also ask for, or a SUPERvisor may offer an opinion or advice from experience or from research and we don’t have to leave with action and accountability (to put the end of a session bluntly). I know Michelle Lucas refers to coaching the coach in a write up as part of her new model too and Julia Carden PhD, PCC, FCIPD has also shared on this this week. Does the phrase confuse those training in SUPERvision and new SUPERvisees? What’s your take? Damian Goldvarg, Ph.D., MCC, CSP, ESIA, ACTC Paul S. Sanbar, MCC ESIA Mirella Treves Caroline Beckett MCC EIA/SP ESIA MA Prof. David Clutterbuck Professor Peter HAWKINS Eve Turner Craig McKenzie Dr Lise Lewis Robin Shohet Benita Stafford-Smith, MCC Jo Birch Edna Murdoch Erik de Haan https://lnkd.in/ghCUak_q I am proud to say that our #40cce #professionalcertificate in #systemicsuoervision and our #emcc and Association for Coaching (AC) accredited #diploma need no tweaks, they are all aligned to ICF’s competency model. #cce #icfcce

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