Over the past few months, the Advantexe business simulation design team has been conducting intensive research on the topic of psychological safety as we design, develop, and get ready to launch our new Psychological Safety simulation. I am pleased to share some of the most interesting findings from the research which included a focus group of experienced leaders from several different industries.

Here are 5 new ideas for creating an environment of psychological safety in your business or team:

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I can’t remember being more excited for the launch of a new leadership development business simulation than I am for our upcoming world premiere of “Practical Change Leadership” in a few weeks for one of our lead clients. Developed in partnership with Dr. Elizabeth Moran, this immersive simulation takes the key concepts of her new book, Forward: Leading Your Team Through Change and presents an opportunity to practice the skills of practical change leadership.

In today’s volatile world, every day is filled with change and everyday leaders are challenged with finding ways of being effective change leaders. That’s why practical change leadership is for everyone!

Over the past few months, our design team has been working with subject matter experts and key stakeholders to identify some of the things practical change leaders should know and think about. Here are 10 quick learning nuggets that I thought we could share and make for a nice checklist of things to do in your quest to be a practical change leader:

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This has been an extra special week. I’ve had the opportunity to interview and survey almost 100 different business leaders about their perspectives on business acumen and business leadership as we start building their digital business simulations that will be part of their fall 2022 virtual and in-person training initiatives.

As so often is the case, we engage in deep dialogues about the topics of the day and the skills needed by today’s leaders to execute strategy. One of the questions that I asked in the interview is, “Which is better, to have great processes in your organization or a culture of great preparation?”

The answers were interesting and worthy of a little thought-provoking blog.

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It’s been a rough couple of weeks for the business world. With the continued impacts of theglobal pandemic and the continued impacts of the global supply chain issues, the last thing we needed was the threat of World War III starting because Vladimir Putin has paranoid visions of “The West” invading Russia. But here we are…

People are on edge more than they have been in the last few years and the edginess is already making its way into the business environment. Last week I conducted a series of customizing interviews for several new business simulations we are building in the areas of Coaching and Resolving Business Conflicts and wow, did I get an earful from several senior-level leaders sharing their insights about the capability gaps of today’s managers.

“I don’t get it. Companies spend literally billions of dollars a year on training, and I am wondering why my managers still have no idea what to do,” shared one leader at a global pharmaceutical company. He continued, “We have all these courses like LinkedIn learning, but when it comes down to it, the managers, especially the new ones, avoid the hard conversations and decisions at all costs to the detriment of the business and their careers.”

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We will all remember 2020 for the rest of our lives for many things including quarantines, home food deliveries, social distancing, political unrest, and new ways of working.

When thinking about new ways of working, one of the recent trends that I have observed is an entirely different approach to leadership development. Because of the disruption of COVID-19, everything about the way we work and lead has been disrupted. As a result, the way we are developing leaders has also change… and we are just starting to recognize some of the interesting differences and impacts.

As we continue to work with business and talent leaders around the globe on finding new ways of developing leaders in 2020 and beyond, a statement one of our dearest clients recently shared resonates well and summarizes one of the most significant changes that is going to impact us all, “The most important thing that we are working on is teaching our leaders to be more human.”

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