In reflecting on the coaching and team development work I have delivered over the past quarter, the leadership competency that surfaced as the greatest area of concern was Emotional Intelligence (EQ).

Engaging employees, retaining talent and building a succession plan to ensure you have the right people to fill the right positions at the right time requires an ongoing investment in your employees.

How many of you have read the popular book, The Five Behaviors of a Dysfunctional Team by Patrick Lencioni?

Organizations today express concerns about generational leadership and succession and wonder what is required to ensure they have the talent in place to lead their organization into the future.

Every presidential election promises to deliver positive reforms that alter the business climate.

I worked in the City of San Diego’s Diversity Commitment back in the mid-late 90’s where I learned the behaviors associated with sexism and gender bias.

I began to think about how challenging it can be in organizations today when a “younger” employee is asked to show an “older” employee how to perform a task such as the use of the new technology. Can we accept the generational differences and appreciate what each can contribute to each other and to the organization?

I have had the pleasure of collaborating on a number of occasions with a successful global pharmaceutical company that has invested the time, energy and expense to create customized competency models and corresponding development pathways for three critical positions in their organization.