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Leadership is Everyone’s Business  Organizations consistently rate leadership as their number one concern - up to 81% in the Middle East. Investment in leadership is going down when it should be going up. In this webinar, you will learn the average age that managers begin leadership training. And I know you will be shocked. You’ll  learn what percentage of your energy and expertise is utilized by your worst manager and how much by your best manager. This shows quite simply the importance of leadership and bringing out the best in people. You’ll learn about the fundamentals of leadership including: Leadership is a choice and aspiration. Leadership is everyone’s business. Leadership is learned. Leadership is a relationship. The core of The Leadership Challenge, with over 40 years of rigorous research, is The Five Practices  of Exemplary Leadership. We look at an overview of each of these practices in this webinar. The research shows that you are likely demonstrating these five practices,

Leadership values This practice focuses on identifying and understanding values and then affirming those values by their behaviors. The individual’s values are foundational to affective leadership. It’s essential that leaders identify their personal values and understand what those values really mean to them, so that they live those values. Simply saying that ‘respect’ and ‘loyalty’ are values is not enough. The individual must live those value, must show by his or her behaviors that these are values which are directly represented in their behaviors. It’s not simply a matter of picking a value or ‘thinking you would like to have that value’: it’s a matter of understanding what that value means to you and then in your every day life, living that value. One further advantage or outcome of this is that when the leader lives his or her values, the credibility amongst followers is reinforced. For example, if a leader says, integrity and honesty are values, demonstrating that in reality

Leadership Succession Planning  Leaders at the most senior levels are focused on medium and long-term objectives, of meeting goals and KPI‘s, keeping the stock prices high. The organization, small or large, will still be there, hopefully operating successfully for a long time. When the executives do leave for whatever reason, there is often a void which can have effects on the bottom line in the short term. Those left behind can feel a sense of loss, even grieving. Not good for them or the organization’s performance.            Succession Planning There is one thing that is certain in all organizations for every employee at every level: at some point, they will all leave. It may be a promotion it may be retirement it may be a termination. But everyone leaves. Leaders at all levels must consider the inevitable. Often they don’t. The HR department, of course, must play a critical role in this planning process, to develop potential candidates to move up in the organization, and pr