Dr. Angela Duckworth, a MacArthur Fellow and professor at the University of Pennsylvania explored this question in her book “Grit: The Power of Passion and Perseverance.”  If the “naturals” possess innate talent, whereas the “strivers” work hard and put in the effort, who do you hire?  The “naturals” or the “strivers”?  I am sure that we would all enjoy the luxury of hiring someone who is both innately talented and hardworking, but that is not the question. If forced to choose

We need to establish a fundamental understanding of leadership.  I am not referring to grand pronouncements, prescriptions, or ideals of leadership, much of what currently monopolizes the leadership industry.  You know what I am talking about.  The stuff that make us feel good, that inspires us.  In a time of increasing polarization and divisive commentary, when people want to be inspired and want to feel good, it becomes too easy to offer leadership prescriptions.  Or to simply retell stories of

Travis Berger / Fall 2014

Are you curious about the history of servant leadership?  This article provides a brief overview of servant leadership, advances made in servant leadership research, and thoughts on how to more effectively move servant leadership into the mainstream. 

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A logic model is a tool that simply and effectively presents your organization’s business model, strategy, and related initiatives.  They have real executive appeal because logic models present complex ideas simply, on one page, and focus attention on strategy and long-term thinking.  The practical and user-friendly approach of the logic model and its illustrative format prove invaluable when explaining initiatives and strategy, especially to the executive team.

Logic Model Overview

The W.K. Kellogg Foundation (2004) and

leadership grpahic how do you define leadership

The leadership industry has grown exponentially over the past decade, yet the need for effective leadership remains. Study after study, year after year, CEOs consistently cite leadership development as one of their top priorities: improving “leadership bench strength”, filling the “leadership pipeline”, or improving employee “soft skills”. Make no mistake, organizations dedicate significant resources to improving their organizational leadership, through initiatives such as coaches, training and development programs, succession planning, workshops, and speakers, yet these efforts often do not realize