TalentPredix

𝗧𝗵𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗶𝗻𝗱𝘂𝘀𝘁𝗿𝘆 𝗵𝗮𝘀 𝗮 $𝟯𝟳𝟬𝗯𝗻 𝗽𝗿𝗼𝗯𝗹𝗲𝗺. Organizations are investing more than ever in leadership development. Yet too many leaders are still underprepared for the complexity, pressure, and pace of change they now face. In our recent TalentPredix™ webinar, James Brook explored a difficult but necessary question: If leadership development investment is so high, why are skills gaps, disengagement, and low confidence in leadership still so persistent? The answer is not simply “more training”. Leadership development needs to move beyond generic competency frameworks and start building the capabilities leaders need now: → Human skills amplified by AI → Strengths-based self-awareness → Psychological capital and resilience → Adaptive thinking → Innovation and intrapreneurship → Development plans that actually stick Because the organizations that thrive in the age of AI will not just be those with the best technology. They will be the ones with leaders who can help people perform, adapt, and thrive through constant change. Watch the full webinar recording here: https://zurl.co/L36te #LeadershipDevelopment #AIAtWork #TalentDevelopment #HRLeadership #StrengthsBasedLeadership

📹 𝗪𝗲’𝗿𝗲 𝗹𝗶𝘃𝗲 𝗻𝗼𝘄: 𝗟𝗲𝗮𝗱𝗶𝗻𝗴 𝗪𝗵𝗲𝗻 𝗘𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴 𝗖𝗵𝗮𝗻𝗴𝗲𝘀 AI, skills disruption, hybrid working, engagement pressure, and constant change are all reshaping what leadership now requires. The issue is not that leaders lack talent or good intentions. It is that many leadership development approaches were built for a more stable world. In today’s live session, James Brook is exploring: → Why traditional leadership development is falling short → What great leadership looks like in the age of AI → Why strengths, self-mastery, and human skills matter more than ever → How organizations can identify and develop leaders who perform, adapt, and thrive under pressure The leadership development market is worth $370bn, yet much of that investment still fails to create measurable impact. That gap is no longer acceptable. Join us live here: https://lnkd.in/ewhkwRWm What do you think will separate great leaders from average ones in the age of AI? #LeadershipDevelopment #HRLeadership #TalentDevelopment #AIatWork #StrengthsBasedLeadership

𝗖𝗵𝗮𝗻𝗴𝗲 𝗶𝘀 𝗻𝗼 𝗹𝗼𝗻𝗴𝗲𝗿 𝗮 𝗽𝗵𝗮𝘀𝗲. 𝗜𝘁 𝗶𝘀 𝘁𝗵𝗲 𝗰𝗼𝗻𝗱𝗶𝘁𝗶𝗼𝗻 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗮𝗿𝗲 𝗼𝗽𝗲𝗿𝗮𝘁𝗶𝗻𝗴 𝗶𝗻. AI adoption. Workforce transformation. Geopolitical uncertainty. Constant organizational change. Most leaders are dealing with several shifts at once. But many leadership development approaches were built for a much more stable world. On 14 May, we’re hosting a free live webinar on how to identify and develop the leadership strengths, capabilities and self-mastery that matter most when everything keeps shifting. If you work in HR, L&D, Talent, OD, leadership development or executive coaching, this session is designed to give you a more practical, evidence-based approach to leadership growth. We’d love to have you there. #LeadershipDevelopment #HRLeadership #TalentDevelopment #OrganizationalDevelopment #FutureOfWork

𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗶𝘀 𝗻𝗼𝘁 𝗳𝗮𝗶𝗹𝗶𝗻𝗴 𝗯𝗲𝗰𝗮𝘂𝘀𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗱𝗼𝗻'𝘁 𝗰𝗮𝗿𝗲. 𝗜𝘁'𝘀 𝗳𝗮𝗶𝗹𝗶𝗻𝗴 𝗯𝗲𝗰𝗮𝘂𝘀𝗲 𝗮 $𝟯𝟳𝟬𝗕 𝗶𝗻𝗱𝘂𝘀𝘁𝗿𝘆 𝗶𝘀 𝘀𝘁𝗶𝗹𝗹 𝗽𝗿𝗲𝗽𝗮𝗿𝗶𝗻𝗴 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗳𝗼𝗿 𝗰𝗮𝗹𝗺𝗲𝗿 𝗰𝗼𝗻𝗱𝗶𝘁𝗶𝗼𝗻𝘀. Leaders today are navigating AI transformation, hybrid working, multi-generational teams, geopolitical instability, and stakeholder expectations that have shifted beyond recognition. That is not a temporary pressure. It is the new operating reality. The question for HR and L&D teams is not whether leaders need to adapt. It is whether your development programmes are actually building the capabilities that matter now. In his latest article, James Brook explores why strengths-based leadership has moved from aspiration to critical capability - and what it looks like in practice. 𝗪𝗵𝗮𝘁 𝘁𝗵𝗲 𝗮𝗿𝘁𝗶𝗰𝗹𝗲 𝗰𝗼𝘃𝗲𝗿𝘀: → Why adaptive, positive leadership starts with self-knowledge → How psychological safety sustains performance under sustained pressure → The case for developing psychological capital, not just technical skills → What purpose-led leaders do differently when conditions are hardest In an age of AI, inner resourcefulness is not a soft skill. It is a survival capability. Read the full article: https://zurl.co/B2lF2 What's one capability you wish more leadership programmes actually built? #StrengthsBasedLeadership #LeadershipDevelopment #FutureOfWork #AdaptiveLeadership #PsychologicalCapital

𝗬𝗼𝘂𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗽𝗹𝗮𝘆𝗯𝗼𝗼𝗸 𝘄𝗮𝘀 𝗯𝘂𝗶𝗹𝘁 𝗳𝗼𝗿 𝗮 𝘄𝗼𝗿𝗹𝗱 𝘁𝗵𝗮𝘁 𝗻𝗼 𝗹𝗼𝗻𝗴𝗲𝗿 𝗲𝘅𝗶𝘀𝘁𝘀. AI transformation. Multi-generational teams. Hybrid working. Geopolitical instability. Stakeholder expectations that would have seemed extraordinary a decade ago. This is white water — relentless, unpredictable, and flowing from multiple directions at once. And yet a $370B leadership development industry continues to prepare leaders for calmer conditions. In my latest blog, I explore what navigating this new era actually demands — and why strengths-based, human-centred leadership isn't a nice-to-have. It's a critical growth capability. 𝗞𝗲𝘆 𝘁𝗵𝗲𝗺𝗲𝘀: → Why adaptive, positive leadership starts with knowing your strengths → How psychological safety drives performance under pressure → The case for investing in psychological capital — not just skills → What purpose-led leaders do differently In the age of AI, inner resourcefulness is not a development aspiration. It is a survival capability. Read the full blog here: https://lnkd.in/eP_PgMBv I'd love to know what resonates. #StrengthsBasedLeadership #FutureOfWork #AdaptiveLeadership #HumanSkills #LeadershipDevelopment #PsychologicalCapital #TalentPredix

𝗜𝗤 𝗮𝗹𝗼𝗻𝗲 𝗱𝗼𝗲𝘀𝗻'𝘁 𝗽𝗿𝗲𝗱𝗶𝗰𝘁 𝘀𝘂𝗰𝗰𝗲𝘀𝘀. Neither does experience. Research says something else matters more. Angela Duckworth's landmark 2007 study tested what actually separates high achievers from everyone else. The answer wasn't IQ. It wasn't technical skill or years on the job. It was grit - the combination of passion and perseverance for long-term goals. Across six studies, grit predicted success better than intelligence, conscientiousness, and self-control. At West Point, cadets who scored higher in grit were over 60% more likely to complete gruelling first-summer training - outperforming the academy's own composite admissions score. In the National Spelling Bee, grittier competitors advanced further, not because they were brighter, but because they put in more hours. 𝗧𝗵𝗲 𝗳𝗶𝗻𝗱𝗶𝗻𝗴 𝘁𝗵𝗮𝘁 𝘀𝘁𝗶𝗻𝗴𝘀: grit and IQ were not positively related. Smarter doesn't mean grittier. And strengths without sustained passion and perseverance rarely compound into the performance organizations need. So what does this mean for how you develop your people? 𝗜𝘁 𝗺𝗲𝗮𝗻𝘀 stretch opportunities need to be genuinely energizing, not just challenging. People persist when the work connects to what they care about - not just what they're capable of. 𝗜𝘁 𝗺𝗲𝗮𝗻𝘀 career development should build on Strengths and Motivations, so people grow in directions that sustain their energy over time. And 𝗶𝘁 𝗺𝗲𝗮𝗻𝘀 culture matters: setbacks need to be part of the process, not signals that someone has hit their ceiling. Grit isn't fixed. Duckworth's research shows it grows with age and experience. Which means it can be developed - if organizations create the right conditions. Read the original peer-reviewed study: 🔗 https://lnkd.in/dY7p9uha James Brook explores what this means in practice on the TalentPredix™ blog: 🔗 https://lnkd.in/etCPfkst #StrengthsBasedDevelopment #TalentDevelopment #Grit #PeoplePerformance #HRLeadership

𝗧𝗵𝗲 𝘄𝗼𝗿𝗹𝗱'𝘀 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝘀 𝘀𝗽𝗲𝗻𝗱 $𝟯𝟳𝟬 𝗯𝗶𝗹𝗹𝗶𝗼𝗻 𝗮 𝘆𝗲𝗮𝗿 𝗼𝗻 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁. Research consistently shows most of it fails to produce measurable performance improvement. That is not a funding problem. It is a diagnosis problem. New research on 100,000 leaders identified the seven skills that actually drive performance in the age of AI. The list includes communicating a compelling vision, high emotional intelligence, developing others, learning agility, and the courage to act under uncertainty. What it does not include? Mostly technical competencies. And yet when CEOs were surveyed on leadership priorities, 70% ranked AI and technology skills at the top. Emotional intelligence came in at 38%. That gap is why so much leadership investment fails to land. The leaders who create the most impact right now are not the ones with the most polished frameworks. They are the ones who understand their own strengths and blind spots, and who have the self-mastery to stay effective when conditions keep shifting. This Thursday, James Brook is hosting a free live session: 𝗟𝗲𝗮𝗱𝗶𝗻𝗴 𝗪𝗵𝗲𝗻 𝗘𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴 𝗖𝗵𝗮𝗻𝗴𝗲𝘀 - a practical, evidence-based conversation about how to identify and develop leadership capability that holds up under constant pressure. 𝗧𝗵𝘂𝗿𝘀𝗱𝗮𝘆 𝟭𝟰 𝗠𝗮𝘆 · 𝟯:𝟬𝟬–𝟰:𝟭𝟱𝗽𝗺 𝗕𝗦𝗧 · 𝗙𝗿𝗲𝗲 𝗹𝗶𝘃𝗲 𝘄𝗲𝗯𝗶𝗻𝗮𝗿 𝘄𝗶𝘁𝗵 𝗤&𝗔 Reserve your free place via the link in the first comment. #LeadershipDevelopment #HRLeadership #TalentDevelopment #FutureOfWork #LeadershipInAI

You finished the debrief. The themes resonated. Then the client asked: "So what do I actually do with this?" And you found yourself filling the gap with your own intuition — not the tool. If you have ever coached with CliftonStrengths and felt that moment, you are not alone. It is one of the most important signals a practitioner can pick up on. CliftonStrengths has done more than almost any tool to put strengths-based development on the map. It gave the profession a shared vocabulary. That matters. But it was not built for the world your clients are navigating now: AI-disrupted teams, constant role change, the pressure to prove what makes them irreplaceable. TalentPredix was. It measures not just what someone is good at, but what drives and sustains them: their Strengths, Motivations, and Values in one integrated profile. It surfaces overused talents and blind spots. And it explicitly measures the critical human skills — empathy, resilience, self-mastery — that AI cannot replicate. The question is not which tool is universally best. It is whether your current toolkit is the right fit for the clients and challenges in front of you right now. We have written an honest comparison to help you decide — not a sales pitch, but a practical guide with seven reflection questions you can use straight away. Read it and see what lands for you: https://zurl.co/sTFdJ #StrengthsCoaching #TalentDevelopment #CoachingTools #PractitionerDevelopment #LeadershipDevelopment

𝗠𝗼𝘀𝘁 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗽𝗿𝗼𝗴𝗿𝗮𝗺𝗺𝗲𝘀 𝘄𝗲𝗿𝗲 𝗱𝗲𝘀𝗶𝗴𝗻𝗲𝗱 𝗳𝗼𝗿 𝗮 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁 𝗲𝗿𝗮. One where strategies stayed stable long enough to act on. Where roles were predictable. Where disruption came in waves, not as a permanent condition. That is not the world most leaders are operating in now. They are navigating AI adoption, workforce transformation, and relentless organisational change - often at the same time - with frameworks that were not built for this. On 𝗧𝗵𝘂𝗿𝘀𝗱𝗮𝘆 𝟭𝟰 𝗠𝗮𝘆, TalentPredix™ Founder and CEO James Brook is hosting a free live session: 𝗟𝗲𝗮𝗱𝗶𝗻𝗴 𝗪𝗵𝗲𝗻 𝗘𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴 𝗖𝗵𝗮𝗻𝗴𝗲𝘀. This is a practical, evidence-based session for HR, L&D, talent, and OD leaders who want a clearer approach to identifying and developing leadership capability when change is constant. 𝗬𝗼𝘂'𝗹𝗹 𝗹𝗲𝗮𝘃𝗲 𝘄𝗶𝘁𝗵: ✔️A framework for identifying the strengths and capabilities that drive leadership impact under pressure ✔️ A sharper view of why traditional competency models fall short ✔️ Practical tools for building development plans that hold up when priorities shift ✔️ An introduction to how the TalentPredix™ Leadership 360 supports lasting leadership growth 📅 Thursday 14 May 2026 🕒 3:00-4:15pm BST 💻 Free live session with Q&A 🎥 Recording shared with all registrants Register now: https://zurl.co/c1epv What is the biggest challenge your leaders are facing right now? #LeadershipDevelopment #HRLeaders #LearningAndDevelopment #TalentDevelopment #FutureOfWork

𝗠𝗼𝘀𝘁 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗽𝗿𝗼𝗴𝗿𝗮𝗺𝗺𝗲𝘀 𝘄𝗲𝗿𝗲 𝗱𝗲𝘀𝗶𝗴𝗻𝗲𝗱 𝗳𝗼𝗿 𝗮 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁 𝗲𝗿𝗮. One where strategies stayed stable long enough to act on. Where roles were predictable. Where disruption came in waves, not as a permanent condition. That is not the world most leaders are operating in now. They are navigating AI adoption, workforce transformation, and relentless organisational change - often at the same time - with frameworks that were not built for this. On 𝗧𝗵𝘂𝗿𝘀𝗱𝗮𝘆 𝟭𝟰 𝗠𝗮𝘆, TalentPredix™ Founder and CEO James Brook is hosting a free live session: 𝗟𝗲𝗮𝗱𝗶𝗻𝗴 𝗪𝗵𝗲𝗻 𝗘𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴 𝗖𝗵𝗮𝗻𝗴𝗲𝘀. This is a practical, evidence-based session for HR, L&D, talent, and OD leaders who want a clearer approach to identifying and developing leadership capability when change is constant. 𝗬𝗼𝘂'𝗹𝗹 𝗹𝗲𝗮𝘃𝗲 𝘄𝗶𝘁𝗵: ✔️A framework for identifying the strengths and capabilities that drive leadership impact under pressure ✔️ A sharper view of why traditional competency models fall short ✔️ Practical tools for building development plans that hold up when priorities shift ✔️ An introduction to how the TalentPredix™ Leadership 360 supports lasting leadership growth 📅 Thursday 14 May 2026 🕒 3:00-4:15pm BST 💻 Free live session with Q&A 🎥 Recording shared with all registrants Register now: https://zurl.co/c1epv What is the biggest challenge your leaders are facing right now? #LeadershipDevelopment #HRLeaders #LearningAndDevelopment #TalentDevelopment #FutureOfWork