Leadership Development through Immersive Simulations at Bell Partners

Looking to strengthen leadership collaboration and reduce friction between executives and HR? We use DiSC assessments as a precise diagnostic that reveals communication styles and team dynamics, then turn those findings into tailored leadership development and coaching. The result: faster leader onboarding, clearer expectations, and measurable improvements in team performance. Ready to close the gap in your leadership team? Learn more: 🔍🤝 #LeadershipDevelopment #HRStrategy #TeamPerformance #DiSC https://wix.to/x2lIDzo

One of the most common reasons employees disengage is a lack of growth opportunity. Retention improves when employees: • Understand career pathways • Receive coaching • Have development goals • See opportunities for advancement Managers play a critical role in facilitating these conversations. If leadership development is inconsistent, retention will be too. 📩 ThryvX can support your organization with leadership training and performance frameworks that promote growth. www.thryvx.com #ThryvX #EmployeeRecognition #EmployeeRentention

Your retention strategy is only as strong as your leadership pipeline. Retention challenges rarely start with compensation. They start when leaders are underprepared for the moments that matter most. If your employee engagement is slipping, morale feels fragile, or your succession bench is thinner than it should be, leadership development needs to move higher on the priority list. AscentPoint Leadership helps organizations build stronger leaders across levels through experience-driven programs designed to strengthen confidence, strategic thinking, influence, and real-world business impact. Its approach goes beyond one-time leadership training with mentorship, applied learning, and development that sticks. If you are investing in talent retention, culture, and a stronger leadership pipeline, now is the time to act. Schedule a call to learn more: https://lnkd.in/eX2cWbYq

Your retention strategy is only as strong as your leadership pipeline. If your employee engagement is slipping, morale feels fragile, or your succession bench is thinner than it should be, leadership development needs to move higher on the priority list.

Last week in New York, a room full of HR leaders came together to talk seriously about succession planning. It was a pleasure to co-lead the New York City SHRM Succession Planning Workshop with my colleague Sable Lomax, M.S.Ed, SHRM-CP Lomax, where we explored the four pillars of effective succession planning: • Critical role mapping. Identifying where the organization is most vulnerable • Talent pipeline development. Knowing who is ready next • Leadership development integration. Building readiness through experience • Transition readiness. Planning and executing smooth leadership handoffs One theme came through clearly in the discussion. Most organizations recognize the importance of succession planning, but many are still working to build a clear structure for developing and sustaining their leadership pipeline. At DERGEL Cornerstone, we spend a great deal of time working with organizations navigating leadership transitions through executive search and interim leadership solutions. Conversations like this one reinforce how important preparation and leadership continuity are for long-term success. Thank you to NYC SHRM and to everyone who participated in such an engaged and thoughtful discussion. #SuccessionPlanning #Leadership #ExecutiveSearch #DERGEL

WHY CORPORATE ENTITIES MUST ARRANGE COACHING FOR THEIR HUMAN CAPITAL Corporate entities increasingly arrange one-on-one coaching sessions for their human capital because individualized development produces deeper behavioral change than traditional training. For organizations aiming for leadership development, performance improvement, and talent retention, coaching is one of the most powerful tools. Below are the key reasons organizations invest in one-on-one coaching 1. Personalized Development 2. Improves Performance and Productivity 3. Leadership Development 4. Supports Behavioral Change 5. Enhances Employee Engagement

This week was the Wisconsin Chapter of The ESOP Association Spring Conference! Sentry's VP of Human Resources, Mikaela Gitto, SPHR, joined with Jon Sweigart in discussing "Doing to Developing: How Managers Shape Culture." The session highlighted how participatory management practices help managers move from simply getting work done to developing people while achieving results. Mikaela shared how #Sentryequipment invests in leadership development to ensure managers have the tools, support, and confidence to strengthen #ownershipculture across the organization.

We’ve seen targeted leadership coaching cut time-to-competency by weeks and lift retention across frontline teams—transforming HR headaches into predictable talent pipelines. At HMA, we translate coaching into measurable operational gains: faster onboarding, fewer vacancies, and higher productivity for Operations and the C-suite. Partner with the manufacturers consulting firm that turns development into ROI. Learn how we deliver results: https://wix.to/YVMdQ0j 🔧📈 #LeadershipDevelopment #WorkforceStrategy #Manufacturing

Every organisation needs a leadership pipeline that can support performance, culture, and business continuity through change. Future leadership isn’t just about succession planning - it’s about deliberately developing people while staying clear on where future capability will be needed. The strongest talent strategies align leadership development with succession planning, helping organisations identify critical roles, support high-potential talent early, and create development opportunities that are directly connected to real business priorities. 👉 Explore the practical steps organisations are using to strengthen their future leadership pipeline - watch the video and see how it could support your strategy.

Today was a special one and I'm excited to share that we officially announced the launch of our Manager Development Training program, ELEVATE, and I couldn’t be more excited about what this means for our leaders and our organization. Over the past several months, I’ve had the opportunity to lead in the design and bring this program to life, alongside a thoughtful and committed group of collaborators. From shaping the vision to building out the content and experience, this work has truly been a labor of intention and purpose. ELEVATE is more than a training. It is a commitment to developing managers who lead with intention, engage with vision, value every voice, act with accountability, and thrive together while executing the mission. I’m incredibly proud of what we’ve built and even more excited to see the impact it will have as our managers grow, lead, and elevate those around them. Investing in our managers is investing in our people, our culture, and our future. Onward and upward. #LeadershipDevelopment #LearningAndDevelopment #HRLeadership #PeopleFirst #PeopleOps #ManagerDevelopment #ELEVATE