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Grow Your Self-Awareness, Become a Better LeaderWritten by leadership expert and coach Dan Gallagher, The Self-Aware Leader is designed to sharpen the self-awareness of middle managers to drive their career growth and roles as leaders. Being a middle manager takes patience and loyalty, as these leaders often find themselves in the unenviable role of buffering between employees and upper management. They can also become overly entangled in just getting things done. Self-awareness is an enduring business skill that, when developed successfully, can free managers from the day-to-day weeds and allow them to master their own destiny, reinvent their teams, and achieve their business goals.Dan presents a leadership model that up-and-comers, veterans, and even senior leaders can use as a catalyst to propel their careers. Based on empirical research involving more than 700 middle managers and more than two decades of use, the model highlights two key principles of leadership self-awareness: reinvention to remain relevant and proactive (not reactive) action. It is the first to fully integrate the idea of reinvention, servant leadership, and business transformation into a single framework.Topics addressed in this second edition include leadership health and well-being, artificial intelligence, the digitization of work, the connection between employee and customer experiences, trust, and leading remote teams. The final chapter highlights how self-awareness has risen to the forefront of business skills. The book includes thought exercises, role-specific insights for leaders in various functions, and real examples of how increased self-awareness grows a leader’s value.

The Self-Aware Leader, 2nd Edition

Strengthen Your Acquisition and Retention Efforts Through EverboardingTraditional onboarding is a relic of the past. That frantic sprint to get new hires “up to speed,” followed by a deafening silence, often falls short. What if, instead, you could create a seamless, ongoing journey of growth and development from the day an employee starts and throughout their tenure—an everboarding experience? Employees say they need to develop new skills to be successful at their job, and many will look for another job if not offered development opportunities. In this book, leading HR talent strategy and everboarding expert Amber Watts offers solutions to help you shift your organization’s mindset that onboarding has an “exit day” and embrace a culture of continuous learning. It guides you through building a dynamic everboarding strategy that fosters long-term employee engagement, accelerates performance, and strengthens your talent acquisition and retention efforts. Inside, you’ll discover how to personalize and elevate the onboarding experience to move beyond generic checklists and create customized journeys that resonate with individual needs, jobs, and roles. Smooth the transition from onboarding to manager by defining clear expectations and creating a seamless handoff process to ensure ongoing support and development. Equip managers to be continuous development partners and provide them with the tools and resources they need to effectively coach, mentor, and guide their employees throughout their careers. And cultivate a growth mindset, encouraging new hires and existing employees to embrace lifelong learning and growth. This book also includes three case studies that capture the different stages of everboarding and offer ideas for how to implement an everboarding strategy yourself, no matter your company’s industry or size.Perfect for HR and L&D leaders seeking to transform their onboarding and employee development programs, this book provides actionable strategies and practical advice you can implement immediately. Stop treating onboarding like a sprint and start building a marathon of growth and success.

From Onboarding to Everboarding

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Transform Your L&D Team Into Your Organization’s Trusted Business PartnersMost L&D pros dream of the day when stakeholders will stop viewing them as mere order takers and consider them critical, strategic partners in shaping the future of the organization. But how do you get there? In this book, veteran talent development leader Jess Almlie introduces her formula for becoming the valued strategic business partner (SBP) stakeholders need and want.Partnering effectively with stakeholders requires a new mindset and behavior, a keen understanding of the business, and targeted tools. Jess provides detailed guidance on how to succeed in each of these areas and invites you to start by taking an in-depth assessment of your strengths and gaps in working as an SBP. She shares her own wins and failures along with wisdom from three dozen other L&D pros who work in small, medium, and large organizations.This step-by-step guide will help current and aspiring L&D leaders understand business basics, create a playbook for their teams, work productively with stakeholders, and teach others to work in harmony with L&D. The final chapter offers practical advice for those who need to take small steps toward becoming SBPs because their organizations resist big changes.This book includes questionnaires, worksheets, and other tools that will help L&D leaders understand business terminology and needs, their stakeholders’ points of view, strategies for creating effective partnerships and measuring impact, and a plan for developing a support team.

 L&D Order Taker No More!

You can’t build tomorrow’s learning program on yesterday’s infrastructure. Whether you’re training internal teams or educating external audiences like customers or members, the goal isn’t just to “keep up;” it’s to stay ahead. That means building a program that scales without breaking, adapts without rework, and delivers measurable value at every growth stage.If your current training program feels stuck in the past (or in spreadsheets), you’re not alone. But scaling isn’t just about making things bigger. It’s about making them better. Here’s what separates scalable learning programs from the ones that stall out.Designed for Flexibility, Not Just FunctionalityA rigid learning program might check boxes today, but will it hold up next quarter? Next year? Or when you onboard twice as many learners?Scalable programs are built with flexibility at the core. That means modular, reusable content that can easily be tailored by audience, role, or skill level. Instead of locking knowledge into a 60-minute webinar, you can break it into microlearning modules that slot into different learning paths.And don’t underestimate the value of interoperability. A program that “plays well with others” (whether that’s HR platforms, CRMs, or credentialing systems) is more likely to scale without rework or technical debt. Flexibility isn’t just about convenience; it’s your insurance policy against constant reinvention.Learner Experience Comes First (Always)You could have the most sophisticated learning platform on the planet, but learners won’t stick around if it’s hard to navigate.A scalable program puts the learner experience at the center. That includes intuitive navigation, mobile accessibility, clear content progression, and interactive elements that drive engagement. (No offense to static PDFs, but they’re not exactly binge-worthy.)And let’s talk about personalization. Scalable learning programs offer pathways that adjust to each learner’s goals and knowledge level. If someone’s already nailed the basics, let them skip ahead. If they need extra help, give them targeted content. The goal is to help learners succeed faster, not slog through irrelevant material just to hit a “completion” bar.Data Isn’t Just Nice to Have—It’s NonnegotiableIf you’re still gauging program success by the number of people “logged in,” it’s time for an upgrade.Scalable learning programs use data to measure not just activity but impact. They track knowledge retention, course effectiveness, skill progression, and business outcomes, like reduced onboarding time or improved customer satisfaction.This data empowers your teams to iterate in real time. Noticing a drop-off in a certain module? Optimize the content. Seeing a spike in demand for a specific skill? Build a new learning path. When your program is data-informed, it’s no longer reactive—it’s strategic.Technology That’s Built to Scale With YouSpoiler: not all learning platforms are created equal. Choosing the wrong tech stack can feel like upgrading a flip phone with an app store.A scalable program is built on technology that grows with your organization. That means open APIs, customizable workflows, native integrations, and a vibrant partner ecosystem. Whether layering on credentialing, integrating video learning, or expanding into new audiences, your tech shouldn’t hold you back.Equally important? Administrative ease. Your learning ops team should be able to manage content, users, reporting, and integrations without needing a developer on speed dial.Supports Internal AND External Training at ScaleYour organization likely has more than one audience to train. Employees, contractors, customers, channel partners, members, you name it. Too often, companies build a separate system for each, leading to silos, redundant content, and (let’s be honest) a support nightmare.A truly scalable program supports multiple audiences within one platform, with role-based access, custom branding, and personalized learning paths: one system, multiple audiences, zero chaos.This is especially valuable for organizations that generate revenue from education. If your learning program drives business growth, it needs to scale like any other revenue engine with visibility, control, and flexibility baked in.Final Thought: Scaling Is a Mindset, Not a MilestoneThe reality is that no learning program is ever “done.” Business needs evolve, technology shifts, and learner expectations keep rising. A scalable, future-ready learning program is one that adapts to all of it without starting from scratch every time.The organizations that succeed long term don’t just react to change—they design for it. They treat learning as a strategic function, prioritize the learner experience, and ask bold questions: Are we building for today, or preparing for what’s next?

Future-Proofing Your Learning Program: 5 Traits of Scalable Success

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How Federal HR Leaders Can Use AI to Build a Modern Workforce

Learn how to bridge the divide between learning and business strategy. Explore the importance of linking learning to business outcomes, effective learning evaluation strategies, and achieving learning ROI.Get ready for a startling statistic: ATD’s 2025 research report, The Future of Evaluating Learning and Measuring Impact: Improving Skills and Addressing Challenges, found that only 4 percent of organizations excel at using learning data to inform business decisions. L&D professionals are under increasing pressure to demonstrate the value of their initiatives, yet outdated measurement methods and fragmented systems often hinder their ability to prove learning impact. This devastatingly low number highlights a significant disconnect in how companies leverage learning to drive strategic outcomes. It also begs an important question: What if learning could transform from a perceived cost center into a catalyst for tangible business growth? Why This Gap ExistsThere are several factors that contribute to the divide between learning and business strategy. A common obstacle is the over-reliance on “smile sheets” and participation data—sure, they count who showed up, but old-fashioned feedback forms fail to capture the true impact of learning on performance. Plus, many organizations struggle to get access to performance-related data because it’s scattered everywhere, making training feel separate from actual work. According to McKinsey research, L&D managers often spend a disproportionate amount of time—nearly one full day a week—on administrative tasks, leaving little room for strategic initiatives. These challenges weaken the link between L&D activities and strategic business outcomes, making it difficult to demonstrate learning ROI and secure stakeholder buy-in. The Case for Linking Learning to Business StrategyOur findings reveal that only 43 percent of organizations report a strong alignment between learning and business goals. That’s a pretty big gap! However, when learning is linked to business strategy, L&D teams gain:Better stakeholder buy-in: Stakeholders who see a clear connection between learning programs and critical business objectives are more likely to champion L&D’s efforts and provide the necessary support.Increased investment in L&D: Companies that recognize learning as a strategic driver of success are more willing to allocate budget and resources to adopt innovative technologies, high-quality content, and a talent development strategy that helps employees thrive.More meaningful learning initiatives: By understanding the specific knowledge and skills that employees need to reach business targets, L&D can create programs that actually hit the mark. This means tackling those skill gaps head-on, boosting how well people perform, and ultimately getting the results the company’s aiming for. Strategic alignment isn’t just about planning; it’s about demonstrating measurable impact and showing how your learning initiatives contribute directly to KPIs. If learning is tied to the company’s goals, L&D goes from being a support team to a key player in making the organization successful. What High-Performing L&D Teams Do DifferentlyProficient organizations, as defined by the ATD 2025 research report, are all about using data. They don’t just look at training feedback but also track performance and business results from at least four different sources. This helps them see how training makes things like productivity, quality, customer happiness, and sales better.These companies are also great at communicating data effectively to stakeholders. They use dashboards and charts to make it easy for leaders to see how training pays off. Plus, they tell stories with the data, showing wins and areas to improve, which gets everyone on board with training.What they do best is start with the company’s goals. They work backward to figure out what skills people need to hit business KPIs, then design training to match. This way, training becomes a key part of making the business succeed and staying ahead of the game.Embedding Learning Where Work HappensSolutions like Learn365 LMS are emerging to help L&D teams close the gap by embedding learning directly into Microsoft 365 tools like Teams, Outlook, and Power BI. This strategic embedding fundamentally shifts the paradigm of workplace training. Instead of isolated, scheduled events, learning evolves into an organic process that’s a natural, trackable part of employees’ workday. Using AI-powered personalized learning pathways and incorporating sophisticated built-in analytics, these platforms enable smarter measurement and a tighter alignment of learning initiatives with strategic business goals. Ultimately, this maximizes learning ROI and fosters a culture of continuous growth within your organization.Is Your Learning Strategy Aligned?It’s time to rethink how your organization measures learning impact and identify opportunities for improvement. Is your learning strategy truly connected to your business strategy? Explore how tools like Learn365 are empowering L&D professionals to translate insights into outcomes, creating learning that transforms rather than just informs. 

Mind the Gap: Closing the Distance Between Learning and Business Strategy

Training alone isn’t enough to scale great leadership. New managers especially need just-in-time support. That’s where AI comes in.Far from replacing leaders, artificial intelligence is becoming a quiet partner in helping them communicate clearly, make better decisions, and support their teams more consistently. For learning and development professionals, the opportunity isn’t just to teach leaders about AI. It’s to help them use it.Here are four practical ways AI is already transforming leadership development:1. AI as a Communication Assistant Leaders spend much of their day writing—emails, evaluations, strategy documents, team updates, and more. Generative AI tools like ChatGPT and Microsoft Copilot can help draft first versions, suggest more inclusive or motivating language, and adjust tone for different audiences.When I using AI to write, start with a brain dump—what you want to say, who it’s for, tone, length, even your favorite humorists. The more prompt you offer, the better the draft.AI tools are especially helpful for newer managers still finding their leadership voice. They act like training wheels—supporting clarity and consistency until the leader gains more confidence.2. Smarter Meetings With AI Note-Takers AI-powered assistants like Otter.ai or Fireflies.ai can transcribe meetings, generate key takeaways, and highlight action items. These tools let leaders focus on discussion while capturing a searchable, shareable record—reducing confusion and boosting accountability.For L&D professionals, introducing these tools into leadership programs models good meeting hygiene—and provides practical, immediate value.3. Personalized Coaching in the Flow of Work Coaching has impact—but it’s expensive and often limited to executives. AI chatbots and simulators make practice accessible to everyone. Imagine a manager prepping to give difficult feedback. They could prompt an AI coach: “Help me practice a conversation with an employee who’s missing deadlines,” and walk through a simulation with real-time feedback.This kind of practice can dramatically reduce the anxiety that often keeps leaders from having the conversations that matter most.4. Insightful Decision Support AI dashboards and people analytics can help leaders make smarter, faster decisions. Predictive models can flag burnout risk, highlight skills gaps, or recommend peer mentors. Tools like Microsoft Viva Insights and Culture Amp offer dashboards that help managers spot trends and support their teams with data-informed decisions.What L&D Teams Can Do Now Here are a few ways to help leaders benefit from AI:Introduce secure AI tools into programs—like notetakers or roleplay scripts. Teach prompt basics. Show examples that leaders can apply immediately. Encourage experimentation with a 30-day “try one new use” challenge. Emphasize ethics. Reinforce that AI should enhance—not replace—human connection. Leadership isn’t getting simpler. And AI reminds us that most decisions aren’t right vs. wrong—they’re balancing good vs. good. That’s why paradox-aware training is essential. In the Leadership Progress Cycle, we help leaders navigate tensions like these with confidence and clarity. Learn more at:leadershipprogresscycle.com/.

The Leadership Multiplier: How AI Can Elevate Managers and Their Teams

By borrowing from marketing’s playbook, you’re not just creating training—you’re crafting experiences that change how people think, feel, and act.

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