Leadership development has always been about preparing leaders for future challenges—what’s becoming less certain is what exactly those challenges will be. Through interviews and a survey of nearly 1,300 L&D professionals and functional leaders involved in planning leadership training, the theme that emerged this year is the need to develop leaders who are truly ready for anything.

This is a summary of the findings from the 2023 ICF Global Coaching Study. The study was commissioned by the International Coaching Federation (ICF). The full report is primarily focused on coach practitioners and the business of coaching, including annual revenue/income from coaching, fees per one-hour coaching session, number of coaching clients, and weekly hours spent working on coaching activities.

L&D uses new influence to elevate people and their skills for business impact.Last year’s report showed L&D becoming more central, cross-functional, and strategic than ever before. This year, learning leaders are making the most of their voices to ensure that people strategy and business strategy are one and the same.

Strengths-based coaching has emerged in past decades as an asset-based approach that can help individuals identify, harness, and leverage their strengths to achieve professional and personal goals. This paper shares the design and outcomes of a year-long strengths-based coaching program to support leadership development within the context of one university’s women’s leadership initiative.

The Global Leadership Forecast series is the longest-running global study of leadership aimed at understanding current and future leadership best practices.This report examines responses from 1,827 human resource professionals and 13,695 leaders from 1,556 organizations around the world. The research, which spans more than 50 countries and 24 major industry sectors, summarizes best talent practices and provides key trends to guide the future of leadership.

This paper theoretically evaluated leadership and management of change in organizations, realizing that change management is a continuous method used in transitioning social, organizational, and psychological change of employees. The review focused on the change management processes that address leaders’ and employees’ attitudes and how change management is created, as a catalyst for possible changes in an organization.

Extant literature noted that the natures of construction and civil engineering professions demand for teamwork and collaborative approaches to efficiently solve the predominant unique and complex projects.

Trial results provide empirical support for the hypothesis that leadership coaching training, paired with coaching follow-up, yields superior outcomes to a training only approach and, versus control, in terms of leadership and communication-related outcomes.

CEO’s together with their leadership teams around the world have been operating in a highly volatile and uncertain environment. With this in mind, the McKinsey’s launched The State of Organizations 2023 report, an ongoing research initiative that both pinpoints the most important people, procedural, and structural shifts and seeks to provide some ideas and suggestions about how to approach them.

This comprehensive report delves into the forefront of leadership in 2023, uncovering essential skills for success. These include the art of Building Greater Trust in Teams, navigating Employee Recognition amidst the Time of Quiet Quitting, harnessing energy through strategic Push and Pull dynamics, and exploring the Ordinary Habits that characterize Highly Effective Coaches.