development dimensions (78 Ergebnisse)

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Hardcover. Zustand: Near Fine. Zustand des Schutzumschlags: Very Good. The author William C. Byham signed this 212 page volume on the front free end paper. The only other writing in this volume is on the verso side of the rear end paper which has several words in ink. This hard cover with gray paper covered boards and a lighter gray cloth spine cover and black lettering has some light soiling to the fore edge, but is otherwise clean and bright. The dust wrapper has several small tears along the edges, a stray blue ink mark to the front panel, and some other light soiling. The dust wrapper is currently protected by a clear, removable cover. Signed by Author(s).

Wraps. Zustand: Very good. This booklet contains preview chapters of a forthcoming book (ISBN 978-0-9623483-6-5). Leaders Ready Now challenges CEOs, business heads, and Talent Management leaders to rethink lackluster approaches to accelerating leadership growth and to change the equation so that tools, technology, and processes don't rob energy from the organization and, instead, create it. xviii, 21, [1] pages. Illustrations. William C. Byham co-founded DDI in 1970 and has worked with hundreds of the world's largest organizations on executive assessment, executive development, and succession management. He has authored seminal works on the assessment center method. Matthew Pease has centered his work on succession assessment and development approaches as they apply to leaders across the pipeline. Audrey Smith is a leader in customer-driven innovation. She has been a key strategist and solution architect providing technology-enagble virtual assessments and development aligned to business challenges. Development Dimensions International (DDI) is an international human resources and leadership development consultancy. DDI works with organizations to make changes related to leadership development, leadership selection, succession management, and execution and performance. The company is headquartered in Pittsburgh, Pennsylvania and has more than 1,100 employees throughout 42 offices in 26 countries. William C. Byham, Ph.D., is chairman, Tacy M. Byham, Ph.D., is CEO, and Ron Dalesio is president. DDI was founded in 1970 by William C. Byham, Ph.D., and Douglas Bray, Ph.D. DDI introduced the assessment center approach for identifying leadership skills. Byham's article, Assessment Centers for Spotting Future Managers (Harvard Business Review), led to inquiries about the process, and later, Byham approached Bray about a partnership. DDI later branched out into leadership development. It introduced a leadership development program based on behavior modeling: Interaction Management. DDI next created a stand-alone behavioral interviewing system, Targeted Selection, which ensures compliance with Equal Employment Opportunity laws.[citation needed] DDI's also works on new HR technology, methodology, and content, including mid- and senior-level development, online assessment for frontline and mid-level leaders, and best practices for succession management. Preview Chapters, presumed first printing thus.

Wraps. Zustand: Very good. Presumed first edition/first printing. 8 pages (counting covers). Illustrations (color). Development Dimensions International (DDI) is an international human resources and leadership development consultancy. DDI works with organizations to make changes related to leadership development, leadership selection, succession management, and execution and performance. The company is based in Pittsburgh, Pennsylvania and has more than 1,100 employees throughout 42 offices in 26 countries. DDI was founded in 1970 by William C. Byham, Ph.D., and Douglas Bray, Ph.D. DDI introduced the assessment center approach for identifying leadership skills. Byham's article, Assessment Centers for Spotting Future Managers (Harvard Business Review), led to process inquiries. Byham approached Bray about a partnership. DDI later branched out into leadership development. It introduced a leadership development program based on behavior modeling: Interaction Management. DDI created a stand-alone behavioral interviewing system, Targeted Selection, which ensures compliance with Equal Employment Opportunity laws. DDI's also works on HR technology, methodology, and content, including mid- and senior-level development, online assessment for frontline and mid-level leaders, and best practices for succession management. This newly compiled research summary (drawn from 15 research studies representing 80 organizaitons) illustrates that DDI assessment are unparalled in producing the intelligence and business outcomes that organizations seek.

Pamphlet. Zustand: Very good. Presumed first edition/first printing. 4 pages (17 inch by 11 inch sheet folded in the middle, with illustrations, Development Dimensions International (DDI) is an international human resources and leadership development consultancy. DDI works with organizations to make changes related to leadership development, leadership selection, succession management, and execution and performance. The company is based in Pittsburgh, Pennsylvania and has more than 1,100 employees throughout 42 offices in 26 countries. DDI was founded in 1970 by William C. Byham, Ph.D., and Douglas Bray, Ph.D. DDI introduced the assessment center approach for identifying leadership skills. Byham's article, Assessment Centers for Spotting Future Managers (Harvard Business Review), led to process inquiries. Byham approached Bray about a partnership. DDI later branched out into leadership development. It introduced a leadership development program based on behavior modeling: Interaction Management. DDI created a stand-alone behavioral interviewing system, Targeted Selection, which ensures compliance with Equal Employment Opportunity laws. DDI's also works on HR technology, methodology, and content, including mid- and senior-level development, online assessment for frontline and mid-level leaders, and best practices for succession management. Succession planning is a process for identifying and developing new leaders who can replace old leaders when they leave, retire or die. In dictatorships, it aims for continuity of leadership, preventing a chaotic power struggle by preventing a power vacuum. In monarchies, it is usually settled by the order of succession. In business, it entails developing internal people with the potential to fill key business leadership positions in the company. Succession planning increases the availability of experienced and capable employees that are prepared to assume these roles as they become available. Taken narrowly, "replacement planning" for key roles is the heart of succession planning. Effective succession or talent-pool management concerns itself with building a series of feeder groups up and down the entire leadership pipeline or progression (Charan, Drotter, Noel, 2001). In contrast, replacement planning is focused narrowly on identifying specific back-up candidates for given senior management positions. For the most part position-driven replacement planning (often referred to as the "truck scenario") is a forecast, which research indicates does not have substantial impact on outcomes. Fundamental to the succession-management process is an underlying philosophy that argues that top talent in the corporation must be managed for the greater good of the enterprise. Merck and other companies argue that a "talent mindset" must be part of the leadership culture for these practices to be effective. Succession planning is a process whereby an organization ensures that employees are recruited and developed to fill each key role within the company. Through your succession planning process, you recruit superior employees, develop their knowledge, skills, and abilities, and prepare them for advancement or promotion into ever more challenging roles. Actively pursuing succession planning ensures that employees are constantly developed to fill each needed role. As your organization expands, loses key employees, provides promotional opportunities, and increases sales, your succession planning guarantees that you have employees on hand ready and waiting to fill new roles. According to a 2006 Canadian Federation of Independent Business survey, slightly more than one third of independent business owners plan to exit their business within the next 5 years and within the next 10 years two-thirds of owners plan to exit their business. The survey also found that small and medium-sized enterprises are not adequately prepared for their business succession: only 10% of owners have a formal, written succession plan; 38% have an informal, unwritten plan; and the remaining 52% do not have.

Pamphlet. Zustand: Very good. Presumed first edition/first printing. 16 pages counting covers. Illustrations (with some color). Development Dimensions International (DDI) is an international human resources and leadership development consultancy. DDI works with organizations to make changes related to leadership development, leadership selection, succession management, and execution and performance. The company is based in Pittsburgh, Pennsylvania and has more than 1,100 employees throughout 42 offices in 26 countries. DDI was founded in 1970 by William C. Byham, Ph.D., and Douglas Bray, Ph.D. DDI introduced the assessment center approach for identifying leadership skills. Byham's article, Assessment Centers for Spotting Future Managers (Harvard Business Review), led to process inquiries. Byham approached Bray about a partnership. DDI later branched out into leadership development. It introduced a leadership development program based on behavior modeling: Interaction Management. DDI created a stand-alone behavioral interviewing system, Targeted Selection, which ensures compliance with Equal Employment Opportunity laws. DDI's also works on HR technology, methodology, and content, including mid- and senior-level development, online assessment for frontline and mid-level leaders, and best practices for succession management. The traditional corporate ladder is no longer the only way up, and without traditional career trajectories, leaders are finding new paths of promotion through their leadership careers. To capture how leaders are feeling about transitions, we asked participants to share their biggest challenges, evaluate their preparedness, and examine what they wished they'd known before leaving the familiar for the foreign. DDI gained insights from 618 respondents on who helped them the most (and the least), what skills they needed and when, and what they'd do differently given a second opportunity.

Wraps. Zustand: Very good. Presumed first edition/first printing. 68, [2] pages. Illustrations (color). References. Development Dimensions International (DDI) is an international human resources and leadership development consultancy. DDI works with organizations to make changes related to leadership development , leadership selection, succession management, and execution and performance. The company is headquartered in Pittsburgh, Pennsylvania and has more than 1,100 employees throughout 42 offices in 26 countries. William C. Byham, Ph.D., is chairman, Tacy M. Byham, Ph.D. is CEO, and Ron Dalesio is president. DDI was founded in 1970 by William C. Byham, Ph.D., and Douglas Bray, Ph.D. DDI introduced the assessment center approach for identifying leadership skills. Byham's article, Assessment Centers for Spotting Future Managers, led to inquiries about the process, and later, Byham approached Bray about a partnership. DDI later branched out into leadership development. It introduced a leadership development program based on behavior modeling: Interaction Management. DDI next created a stand-alone behavioral interviewing system, Targeted Selection, which ensures compliance with Equal Employment Opportunity laws. DDI's also works on new HR technology, methodology, and content, including mid- and senior-level development, online assessment for frontline and mid-level leaders, and best practices for succession management. Global Leadership Forecast 2014|2015 - Ready Now LeadersHR's role. VUCA and leadership readiness. High potential programs. What leaders value. Millennial. Gender balance in the C-Suite.You fueled us with the questions and 13,124 leaders gave us the answers in the Global Leadership Forecast 2014|2015, presented by DDI and The Conference Board.This global research will help you know how talent programs impact leader readiness, understand how ready-now leaders drive financial success, and mitigate risks to program success.We organized our findings in the following format to provide you with actionable intelligence:# What Now? So What! Now WhatThe Conference Board, Inc. is a 501(c)(3) non-profit business membership and research group organization. It counts approximately 1,200 public and private corporations and other organizations as members, encompassing 60 countries. The Conference Board convenes conferences and peer-learning groups, conducts economic and business management research, and publishes several widely tracked economic indicators. The organization was founded in 1916 as the National Industrial Conference Board (NICB). At the time, tensions between labor and management in the United States were seen as potentially explosive in the wake of the Triangle Shirtwaist Factory fire in 1911 and the Ludlow Massacre in 1914. In 1915 presidents of twelve major corporations in the United States and six leading industry associations met in Yama, New York to formulate the business community's response to continued labor unrest and growing public criticism. After additional crisis meetings, the National Industrial Conference Board was officially founded May 5, 1916, at the Hotel Gramatan in Bronxville, New York. When the United States entered World War I in 1917, the National War Labor Board formed by President Woodrow Wilson asked the NICB to formulate plans that would keep war industries running and strife-free. Its recommendations-based on cooperation between representatives of employers, employees, and government-were adopted in full. During and after the war, the NCIB conducted pioneering research into workers' compensation laws and the eight-hour workday, and established the U.S. Cost of Living Index. Though often mistrusted in its early years as an "employers union" funding studies against the labor movement, the non-profit NICB was also seen "as a spokesman for the so-called progressive wing of the business community [and] produced hundreds of research reports on economic and social issues facing the United States."The organization today remains funded by the contributions of.

Wraps. Zustand: Very good. Presumed first edition/first printing. 44, and 4 pages, counting covers. Illustrated. Glossary. Development Dimensions International (DDI) is an international human resources and leadership development consultancy. DDI works with organizations to make changes related to leadership development, leadership selection, succession management, and execution and performance. The company is based in Pittsburgh, Pennsylvania and has more than 1,100 employees throughout 42 offices in 26 countries. DDI was founded in 1970 by William C. Byham, Ph.D., and Douglas Bray, Ph.D. DDI introduced the assessment center approach for identifying leadership skills. Byham's article, Assessment Centers for Spotting Future Managers (Harvard Business Review), led to process inquiries. Byham approached Bray about a partnership. DDI later branched out into leadership development. It introduced a leadership development program based on behavior modeling: Interaction Management. DDI created a stand-alone behavioral interviewing system, Targeted Selection, which ensures compliance with Equal Employment Opportunity laws. DDI's also works on HR technology, methodology, and content, including mid- and senior-level development, online assessment for frontline and mid-level leaders, and best practices for succession management. High-Resolution Leadership is a collection of findings that reflects how leadership shapes today's business landscape. Through 18 different lenses focused on leadership, we see everything from how leaders impact financial growth and execute economic turnaround to the ways in which they skyrocket rise to the top. As the most powerful synthesis of data of its kind, this landmark report includes 15,000 DDI leadership assessment participants ranging from frontline leaders to the C-suite. Through these insights, you can predict leader success in your own organization and explore the DNA of leadership. Authors Evan Sinar, Ph.D., Chief Scientist and Director of the Center for Analytics Behavioral Research (CABER), DDI Matthew Paese Ph. D., Vice President, Succession Management & C-Suite Services, DDI Audrey Smith, Ph.D., Senior Vice President for Talent Diagnostic Solutions, DDI Bruce Watt, Ph.D., Managing Director for DDI Europe Rich Wellins, Ph.D., Senior Vice President, DDI.