leadership development

The Key Elements of a Successful Leadership Development Program

The Key Elements of a Successful Leadership Development Program — Understand Why is Important, for What Purpose and How to Create One

Leadership development is one of the most important aspects of any company. Companies are investing more than ever in leadership development. Yet, less than 5% of companies have a formal leadership development program. So, how do we create a successful leadership development program?


Leadership development is a process that provides individuals with the skills and knowledge to lead others. This article explores the different aspects of growth programs for leaders and how they benefit the individual as well as their team.

The benefits of a formation program for leaders are immense, but it is not an easy process to go through. There are many aspects to consider when developing your own program, such as project management skills, leadership training, and more. These factors make up the foundation for any successful leadership development program.

Leadership development programs are designed to help organizations identify, develop and grow their talent to lead. Leadership coaching programs provide training and support to executives and managers on how to lead their teams more effectively.

Leadership coaching is an investment in the future of your organization. This is because The most effective leaders are those who have been exposed to a variety of situations, not just by following a prescribed set of steps.

Why is a Leadership Development Program Important?

Leadership development is the process of helping an individual to improve his or her capacity to lead. This may be done through a variety of strategies, such as increased knowledge of leadership skills, increased self-awareness and understanding, coaching or mentoring relationships.

A leadership training program is a significant technique to improve a leader’s abilities. These programs are designed to help leaders learn and grow in their roles.

Leadership training can be helpful for anyone who wants to become a leader, or just improve their skills as one. It might not be possible to attend a leadership development program in person, but there are many online courses that provide the same benefits.

A leadership development program is important for a company to be able to retain their top talent and new employees.

Leadership programs are not a one-size-fits-all solution. The program should be tailored to the needs of the individual and the team. The goal of these programs is to develop leaders who have the skills, knowledge, and competencies needed in order to lead effectively in today’s dynamic environment.

What is the Purpose of a Leadership Development Program?

The programs for leadership development are designed to help individuals grow and develop as leaders. They are a great way to increase the efficiency of your organization because they help you to find the right people for the right positions.

Leadership training is not just about providing employees with new skills, it is also about helping them develop their abilities and strengths so that they can become more valuable members of your team.

Some companies offer leadership training programs for their employees. This can be a one-time or ongoing program where an individual will learn the skills needed to become a leader in this company.

How to Create or Find an Effective Leadership Development Program for My Company's Needs?

Leadership development programs are a great way to make sure that there is a plan in place for the future of your company. They can be created in many different ways, but they should always have the same goal – to promote growth and development of leadership skills.

Some companies choose to set up their own leadership development programs, while others hire outside consultants or use external tools. The most important thing is that they are tailored to the needs of your organization and your company culture.

The first step to developing a leadership development program is to assess the organization’s current needs. This includes determining what skills are needed for future leaders, what skills current leaders need to develop, and how the organization can best support future leadership development.

A successful leadership development program should also be able to provide a clear career path for employees. Employees should be able to see their progress in their careers and know where they are going in the future. They should also have mentors who can guide them through the process of learning new skills and developing as leaders.


Having a world-class leadership development program is a key element of any company’s success. However, so many companies are flailing because they’re not focusing on what really matters: the people.

The key elements of a successful leadership development program are employee engagement, leadership development, and culture transformation. Employee engagement is a powerful catalyst for the success of any leadership development initiative and helps to establish an environment in which employees take more responsibility for themselves and their work. Transformation of culture can help build a new environment where high-performance teams thrive.

management and leadership

How to Manage and Lead Different Types of People Effectively

The Complex Relation Between Management and Leadership: Discover How to Manage and Lead Different Types of People Effectively

Have you ever had an employee that you just couldn’t seem to get along with? In this post we will cover the basics of how to manage and lead different types of people, as well as some tips into the set of leadership and management skills, and the best  tools for training.


What is Management? And What is Leadership?

Management is the act of getting people to do what you want them to do. Leadership is the act of getting other people to want to do things for you.

Management deals with the tasks, while leadership deals with the people. Management deals with other peoples time, while leadership deals with other peoples actions.

The skills of a manager and a leader are not the same. The main difference is that a leader is someone who has the ability to inspire, motivate and influence people to do what is needed in order to achieve organisational goals. In contrast, a manager’s primary responsibility is to oversee the work of subordinates in order for them to complete tasks according to schedule and with minimal supervision.


Leadership skills are harder to master than management skills because it requires more emotional intelligence, self-knowledge and self-awareness. Leadership can be learned through reading books, attending workshops or taking formal training courses.

The Importance of Both Management Skills and Leadership Skills

The importance of leadership skills and management skills cannot be overstated.

A manager can be a leader or not, according to their own beliefs and behaviours. But a manager who possesses leadership skills can be assured of a successful career and a happy workplace.

Leadership skills:
The most important skill for a good manager is the ability to lead and inspire their team. A good leader will set goals and objectives for their team members so they know what is expected of them, but will also provide guidance and support as they work towards those goals. They will also know when to step in if their employees need help or advice, as well as when to step back and let them work it out on their own.

Management skills:
The second most important skill is the ability to manage time wisely. Managers need to be able to balance all of the responsibilities on their plate at any given time. It’s important that they prioritize their tasks by identifying what needs to get done first, second, third and so on. This will help ensure that all of the deadlines are met while still giving them time for other things in life.

Without these two types of skills, companies cannot succeed. They need managers who can take care of their employees and understand what is important to them in order to maintain the company’s productivity levels.

Who Should You Lead? What Skills a Manager Needs to Effectively Lead a Team?

In a modern workplace, a manager is often tasked with leading a team of various people who all have their own personality. Some people are introverts and some are extroverts. So what kind of leadership skills does a manager need to lead his team?

One key skill is the ability to understand how different personality types work. For example, an introvert may respond better to more one-on-one communication rather than group meetings. A manager should also be able to manage both extroverts and introverts on their team by making sure that they’re happy and satisfied with the work environment. In addition, a good leader should be able to communicate clearly and effectively so that they can provide direction for their team members and move them towards achieving goals as efficiently as possible.

It is easy to assume that introverts are more of a challenge to manage, but extroverts are said to be more difficult. Extroverts are more likely to expect feedback and will also think they deserve it. Introverts, on the other hand, won’t ask for feedback and may internalise negative feedback.

Managing your employees is about understanding their strengths and weaknesses. There is no one-size-fits-all approach. Some people work better in close quarters with their co-workers while others need space and privacy. It’s important to not only take into account what you want from your employees but also have them have an idea of what you are looking for in return.

What are the Best Tools for Training?

Training is one of the most challenging aspects of management. It’s expensive, time-consuming, and often difficult to measure the impact on performance.

This section covers the best tools that are available for training managers. These tools are not just helpful in training them, but they also help in improving their skills and knowledge. The practicality of these programs justifies the investment in management development programs.

Thus training is an excellent way to enable managers to do their job more effectively.

Management training is a great way to develop your knowledge and skills so you can lead a team to success. It’s available for new managers or experienced ones if you feel like you need a refresher. Some companies even use them as part of their onboarding process.

The common types of management training are:   leadership training, project management, change management, internal training, communication training, creativity, negotiation, time management, compliance, quality training, risk management, managing talent, strategic planning, decision making, measurement & metrics, performance management, coaching and mentoring, managing up, conflict management, financial management.

The training methods are techniques employed for developing the knowledge and abilities of individuals. This includes methods for instructor-led training, self learning, group learning, and other training models such as coaching. The common types of training methods include lectures, demonstrations, virtual learning environments, collaboration and practice, improvisation, role playing, tests and certifications, mastery learning, simulations, on-the-job training, coaching and mentoring, and so on.


With the right approach, it is possible to motivate and manage all types of people. Create a culture of trust and respect, then establish goals and hold employees accountable for their work. From there, focus on rewarding positive behavior and use feedback to identify areas for improvement.

critical thinking in marketing management

The Importance of Critical Thinking in Organisational Management

Critical Thinking in Organisational Management: Benefits and Applications of Critical Thinking in the Corporate World

Critical reasoning is crucial for success in all areas of life, not only business. It helps you identify assumptions and establish a clear line between fact and opinion in order to make decisions based on evidence rather than assumptions. Thus, critical thinking is the ability to think about and analyse ideas and problems with a critical eye. It is a metacognitive ability that we use to think about the thinking we’re doing. And it is important for everyone, not just for those who are in the business world.

Concepts of Critical Thinking

Critical thinking has been defined as “the art of clear thinking, sound reasoning, and intelligent decision-making.” In order to be effective at critical thinking, you must have the ability to analyse your thoughts and determining whether or not they are valid or flawed.

There are four different concepts that contribute to critical thinking: metacognition, clarification of values, clarification of assumptions, clarification of questions. These four components work together in order to help you be more effective at critical reasoning.

Applied critical thinking is a huge part of the process of innovation, of being an entrepreneur, especially when design and produce something. In any design project, for example, from the beginning to the end, critical thinking is important. Engineering teams, industrial design teams, the business team trying to understand how to bring something to market. Basically, any challenge involves critical thinking as a way to find a solution.

What is Critical Thinking?

Socrate thinking

More than 2.500 years ago Socrates established the importance of asking deep questions, seeking evidence, assessing basic concepts before we accept ideas as worthy of belief. He is considered one of the most influential philosophers in all of history and the father of  western philosophy. He is credited with taking a methodical approach to philosophical inquiry. His dialectic, which he used to help others improve their critical reasoning capacity, was revolutionary for its time.

Aristotle and Plato are both well-known for their contributions to the field of critical thinking. Aristotle was the first to identify syllogisms and Plato is famous for his allegory of the cave, which is a metaphor for how we might perceive reality.


Critical thinking, as defined by Aristotle and Plato, is the ability to evaluate arguments and come to the best conclusion based on evidence. This way of reasoning can help people become better at their jobs, build more authentic relationships with others, and create positive change in today’s society.

Critical thinking, therefore, is the process of reviewing and evaluating thoughts, ideas, and beliefs. It can be applied to anything we experience in life. In the business and management realm, there are many benefits to critical thinking such as improved decision making and the ability to solve problems more effectively. The critical analysis also improves problem-solving skills, creative thinking, and overall intelligence.

Critical Reasoning Skills to Defend Your Ideas

In the past, critical reasoning skills were a key factor in determining a person’s intelligence. But today, it has been found to be less important. In fact, the more important aptitude for success in this new age may include deductive reasoning.

Deductive reasoning skills are typically required when people have to solve complex problems and find solutions that follow certain rules and patterns. This skill is most often used in mathematics, engineering and programming fields. It is also used in law enforcement and crime solving where investigators need to identify what happened from the evidence they gather at the crime scene. Deductive reasoning skills are also useful for solving puzzles such as crossword or Sudoku games where you need to determine which words go into which spaces based on certain rules or clues provided by the puzzle constructor.

The Unspoken Battle Between Thought and Emotion

When thoughts and emotions are at odds, achieving a healthy equilibrium requires a calm mindset. Balance is impossible to achieve while we are upset. It is critical to set aside some time and space to contemplate and reflect on such disagreement.

In the corporate world there is a common belief that says that the IQ gets you hired and the EQ gets you promoted. The advantages of emotional intelligence lead to personal achievement in business and all other areas of life. Self regulation, or self management, is a key component of emotional intelligence. The capacity to regulate personal reactions and resilience in front of challenges is critical for guaranteeing leadership and management performance. Emotionally intelligent leaders and managers are also able to help others manage difficult times, change or stressful situations.

Managing emotions allows us to make choices so we can choose how we respond to any situation. Hence, self-regulation or self-control is a key part of emotional intelligence. It is the ability to choose how we think, how we feel, and the actions we take, being mostly about being able to control your emotions and responses to situations and other people; also about feeling positive emotions and expressing positive emotions to others.

Researches have been made on how reason vs. emotion interacts with our spending habits, for instance:

  • Increased cognitive load decreases self-control. This is something marketers are well aware of: distracted people are more likely to spend money. Most shops are filled with shiny, complicated distractions – bright colours, music and ‘incredible offers’ – designed to confuse us and open our wallets.
  • Our supply of self-control is limited. Studies show that our self-control is actually sapped each time we use it (Baumeister & Vohs, 2003). It’s also sapped, predictably, by alcohol, lack of sleep and stress.

Or how our self-control is affected by our emotions:

  • Sadness makes us want a change (any change). Sadness may well increase the chance we want to spend. One study found that those who are sad are more likely to want to sell at a lower price and buy at a higher price (Lerner, Small & Loewenstein, 2004).
  • Disgust makes us want to get rid of everything. When we’re disgusted we want to get rid of the things we have and don’t want to buy anything.
  • Anxiety makes us want to reduce uncertainty. Anxiety makes us prefer low-risk options (Raghunathan & Pham, 1999).

Self-control is linked to ageing more slowly, a new study finds. People who are better able to control their thoughts, feelings and behaviours have biologically younger brains and bodies at age 45.

The Role of Critical Thinking in Problem-solving

Everyone experiences problems from time to time. Some of our problems are big and complicated, while others may be more easily solved. There is no shortage of challenges and issues that can arise on the job. Whether in an office or on a construction site, experiencing difficulties with the tasks at hand or with co-workers, the workplace presents ongoing challenges on a daily basis. Whether these problems are large or small, they need to be dealt with constructively and fairly. Having the necessary skills to identify solutions to problems is one of the abilities that employers look for in employees.

Problem-solving and critical thinking refers to the ability to use knowledge, facts, and data to effectively solve problems. This doesn’t mean you need to have an immediate answer, it means you have to be able to think on your feet, assess problems and find solutions. The ability to develop a well thought out solution within a reasonable time frame, however, is a skill that employers value greatly.

Employers want employees who can work through problems on their own or as effective members of a team. Ideal employees can think critically and creatively, share thoughts and opinions, use good judgment, and make decisions. As a new employee, you may question why an organization follows certain steps to complete a task. It may seem to you that one of the steps could be eliminated saving time, effort, and money. But you may be hesitant to voice your opinion. Don’t be; employers are usually appreciative when new employees are able to offer insight and fresh perspective into better and more efficient ways of doing things. It is important to remember, however, that as someone new to the organization, you may not always have the full picture, and thus there may be factors you are unaware of that dictate that things be done in a particular way. Another important thing to remember is that when you are tasked with solving a problem, you don’t always need to answer immediately.

What Is Critical Analysis? What Does It Look Like?

“Critical analysis” is a desirable skill in all aspects of work, but what actually is it? As Brown and Keely (2012) discuss, analysing critically is a process of deconstructing what you read, write and listen to, rationally and logically. It requires you to move beyond describing and analysing to evaluating, criticising and postulating on what you process.

Critical analysis is associated with a “deep approach” to your work, which means that you relate new knowledge to what you already know. It also requires the examination of theoretical concepts and ideas; comparing and contrasting issues and perspectives to challenge your own understandings and speculate and seek out implications. Furthermore, you should be able to distinguish between what is evidence and what is an argument. This involves questioning assumptions, recognising generalisations, and identifying bias in what you see, read and hear. Thinking critically helps you to uncover links across large and diverse bodies of knowledge enabling you to synthesise your own informed ideas.

The evaluation and analysis of a certain set of data in connection to a business forms the basis of any critical analysis. Financial ratio analysis, for example, deals with evaluating financial statements and the company’s financial performance relating to efficiency, profitability, and its ability to continue the business.

A SWOT analysis for business, on the other hand, deals more in identifying the strengths and weaknesses of your business. It also helps recognise areas in the business where there may be opportunities or threats to the business. Simply put, it is building upon what is working for the company and cutting down or prevent any threat or weakness that would affect business otherwise.

When looking to make the best possible choice or decision regarding any project or change, employing critical analysis allows you to properly assess all factors and processes involved in a project. Be able to prioritize functions and tasks and create an order in which they are to be done in order to make the least possible risks and at the same time get the project moving at the intended pace.


Critical thinking is the important process of assessing a situation and arriving at a judgement. It is a reflective type of thinking that evaluates information and reaches a conclusion about the truth, validity, relevance, meaning, importance, or suitability of data or ideas.  In management it is used to make decisions that are logical and informed based on knowledge and expertise.

digital quotient in marketing management

Discover the 21st century quotient and see how you rank

Find out what the XXIst century quotient is and how you rank

During the XXth century we became accustomed with concepts like the Intelligence Quotient (IQ) and Emotional Quotient (EQ). The XXIst century, brings us a new concept: the Digital Quotient (DQ).

In the next paragraphs I’m going to discuss the whereabouts of these pathways of science.

A short history of brain testing

Firstly, the notion of intelligence testing appears around the 1880s for the first time, and continues to evolve ever since. The IQ test was originally designed by the French psychologist Alfred Binet in the early 1900s. He was a psychologist who wanted a more scientific way of evaluating students. He wanted to remove teacher bias and to identify at-risk students who would need help and extra attention to succeed in school. So Binet developed the first intelligence test. Through his research, he identified aspects of thinking that contribute to a student’s ability to do well at the things taught in school.

But how do you define and measure intelligence? The consensus seems to be that you can’t, but the IQ test is the closest we’ve ever come. The downside is that this general intelligence test which had innocent origins in French schools, was later used to support discrimination, eugenics, and genocide. 

Secondly, the history of Emotional Intelligence begins with Edward L. Thorndike in 1920 when he states that the personality reflects social intelligence. In his classic formulation: “By social intelligence is meant the ability to understand and manage men and women, boys and girls — to act wisely in human relations”  .

In short, while the IQ measures the cognitive intelligence — the ability to learn or skilled use of reason –, the EQ measures the emotional intelligence — the ability to use emotions and cognitive skills. Therefore, while the former employs the neocortex, while the latter relays on the limbic part of the brain.

And these two seemed to cover quite completely the brain activity in the final days of humanism.

Then a new day has dawn, and with it the dark clouds of posthumanism and AI takeover scenarios. Therefore we’re getting to the point.

What is the DQ?

The original concept is patented by McKinsey & Company in February of 2015 as a service mark for the Insurance & Financial Service industry.

The definition McKinsey give to DQ is:
“Digital Quotient®  measures an organisation’s performance across four key dimensions of digital maturity: Strategy, Culture, Organisation and Capabilities.“

The context: the World Economic Forum’s Transformation Maps — a constantly refreshed repository of knowledge about global issues, from climate change to the future of work.

The Digital Quotient Framework by McKinsey
The Digital Quotient Framework by McKinsey

Rapidly, the concept grows to encompass all digital education, endeavour put forward by the World Economic Forum via the newly founded (2020) DQ Institute.

The DQ Institute aims to set “the world’s first global standards for digital literacy, digital skills and digital readiness”, helping thus the global education system to prepare skilled workforce for the XXIst century.

DQ Institute Vision & Mission

It is common knowledge that keeping up with the latest technology is central to the success of every organization. Companies worldwide are recognizing that adapting only their business and technology strategies is not enough — they need to build digital talent as part of building a digital organization.

Here’s the problem in a nutshell: the job opportunities that are available today are 21st-century jobs. But the way most people perform these jobs is still stuck in the previous century. As is the way our society is training and educating people.

A short history of work

In the 19th century, with the Industrial Revolution, there was a massive movement of the population from rural to urban areas. The primary and secondary education system was created to train the workforce for the “new world” of manual and clerical work in cities.

In the 20th century, work was dominated by factory jobs. The education system that was built in the previous century was, with some modifications, still suited to training good factory workers and their managers. The early 60s bring about a new industrial revolution — the second. Which made Aldous Huxley, author of Brave New World, to argue that by the year 2000, technology and automation would make workers richer and more productive.

Then in the 60s, the rise of the machines. The 70s bring about the rise of the conglomerate — a multi-industry company. Conglomerates are always large and multinational. In the 80s the World Wide Web came online. The 90s see the rise of leading technologies such as cell phones, e-mails, PDAs.

The management focused on a series of tools to optimize this kind of work: operational efficiency, something called Taylorism, and eventually some management philosophies called Six Sigma. Management was mostly done face to face, while health insurance, a social safety net, and other benefits were bundled into inflexible labour contracts.

Then the millenium changed. And the decade of 2000 brings us skype, google, gmail, facebook, twitter, youtube, the iPhone. By 2010 Artificial Intelligence connects everything we do in business, governing and everyday life. The cloud enables workers to store and access huge amounts of data online.

So we’re seeing the rise of new work models such as freelancing and remote work. In the  companies, teams are learning to be more agile, to work with distributed and remote teams, and to scale up and down to adapt to ever-changing conditions.

Therefore, we get to the second part of this article:

How the DQ is measured

According to Business Insider — the Spanish edition — here are the 10 must-have digital skills to be able to work in the 21st century:

In conclusion, we have another Revolution going on — the Fourth Industrial Revolution, characterized by digital transformation in all industries and across societies.

Where do you think it’s leading us?