An HR Manager’s Guide to Developing Leaders

Vertical development provides unique opportunities for more dynamic, interesting, and long-lasting learning and development (L&D). Key Takeaways: Focusing solely on developing competencies (horizontal development) only gets leaders so far as the world becomes more complex Vertical development provides a roadmap HR can use for what growth looks like and for employees’ stage in that journey…

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How Do We Grow Vertically?

Vertical development requires the right conditions and experiences, which we can find ourselves in and also create for ourselves when we want to grow. Key Takeaways: Growing vertically means we move forward through the seven stages of vertical development, finding and working through our limitations to expand our thinking Often unplanned life experiences push us…

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The Strategist and the Alchemist: Advanced Vertical Development

The sixth and seventh stages of vertical development are when leaders can expand their capacity and handle a complex world.  Key Takeaways: Strategists are on more solid ground than those in the Redefining stage and have a fuller view of themselves.  They can take on multiple perspectives and prioritize them.  The Strategist stage is most…

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The Achiever: Working Hard or Hardly Living?

Stage four of vertical development, the Achiever, is defined by productivity, controlling outcomes, and burnout. Key Takeaways: Achievers identify with the Western culture ideal of working hard, being productive, and improving outcomes Qualities of Achievers include their collaboration skills, drive, and outcome-driven perspective Limitations of Achievers include getting burned out quickly, being emotionally unavailable, and…

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What Does It Really Mean to Be an Expert?

The third stage of vertical development, the Expert, focuses on perfecting skills and being really good in their domain. These are key players for many organizations but face their own limitations. Key Takeaways An Expert is the master of one specific area, and 40% of adults reside in this stage They’re really good in their…

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5 Benefits of Vertical Development for Business Leaders

Learn why expanding leaders’ capacity is a crucial investment for today’s complex world. Key Takeaways Vertical development is more about thinking, behavior, and beliefs rather than skills and competencies 5 benefits of vertical development:  More effective leadership Better business outcomes Self-betterment Linear, mappable progress Versatility We currently live in fast-changing, complex times. There’s a lot…

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The Guide to Effective Remote and Hybrid Leadership

Leading a remote team requires you to be agile. Key takeaways:  Drive performance without micromanaging Constantly improve communication Find ways to foster connections Build an inclusive team Be flexible and agile The shift to remote and hybrid work had been growing for decades. But the COVID pandemic accelerated that shift and now it’s here to…

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What Is the Complexity Crisis? 7 Tips to Lead Through Uncertainty and Rapid Change

How to overcome the biggest challenges in the workplace with 7 lessons from vertical development Key Takeaways Understand the differences between horizontal and vertical development  Embrace vertical development over horizontal development to meet the complexity crisis Increase leaders’ capacity for collaboration Seek out multiple perspectives Learn how to hold opposing ideas at the same time…

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Inspired by Young Leadership

Jessica smiling

Earlier this month, I learned my blog post, “Inspired by Young Leadership”, was to be featured on Training Industry’s website. I was honored, as this post is especially dear to my heart because it focuses on the second installment of my workshop series at my alma mater, Michigan State University. Please read on below for…

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How to Avoid Failing Out of Your HIPO Leadership Development Program

The Harvard Business Review recently published an article by Jack Zenger and Joseph Folkman on why most employees in high potential leadership development programs aren’t actually high potential. Companies Are Bad at Identifying High-Potential Employees According to their research, as many as 40% of the people in HIPO leadership development programs inside organizations are actually below average…

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