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Why Compassionate Leadership development is the key to organizational agility in a turbulent world. Our current leadership is outdated. If 2020 has taught us anything, it’s…
Why leaders must view empathetic leadership as something to be given instead of owned—and how they can use leadership micro-behaviors to do it. Given the events…
Cynefin, pronounced “ku-nev-in,” is a Welsh term that roughly translates as “place” or “habitat”, and it is what serves at the foundation for the Cynefin Framework,…
View the page to download the study here (if not redirected). Women and minorities still face many barriers in attaining leadership roles. Repairing the Broken Rung…
There are many things in life that baffle me, but none so much as the illogical lack of progress and action to correct diversity in workplaces. You don’t have to search far to find compelling and sound research calculating that organizations do far better once they make moves to increase the representation of women and people of color in their leadership ranks. Organizations are more productive and profitable, have a stronger market valuation, produce better quality goods and services, employee engagement grows and talent is retained. These seem like good things, particularly when most executives are not sleeping at night due to stalled growth and a leaky talent pipeline. It appears that diversity is not only a race or women’s issue, but a strategic imperative for all organizations. That would be logical, right?