Friday, December 21, 2012

The Essentials for Effective Leadership Development

Not all people who conduct leadership development are sensitive to the needs of different kinds of leaders. They don’t realize that there are those leaders who rely or depend on other people or experiences just to keep them going, while there are those, like charismatic leaders, who rely on themselves in bringing out their leadership skills.  If you are part of a group that conducts leadership development, then you must know that using the traditional and formal approach no longer works. Now, even leaders want activities that are not purely based on books and theories, but real life learning. 

Since many clients prefer non-traditional leadership development, you must know how to develop strategies to ensure that they will be satisfied with the outcome. Today, one of the most common and effective approaches that is being used in leadership development is incorporating the concept of self-motivation.  This is because many experts believe that leaders these days need lots of reflection and self-assessment. Self-motivation is very important for leaders because it helps them become better aware of their strengths and weaknesses. If a leader knows what his strengths are, he will be able to continue what he is doing and even build upon it. On the other hand, knowing one's weaknesses is as equally as important, because the person will know what areas he should improve. If one knows his weaknesses, he might be able to turn these weaknesses into opportunities that will make him successful in the future. 

To ensure that the participants will be receptive to the idea of using self-motivation to develop good leadership skills, you must carefully explain to them how it works. Encourage them to understand that it is through being self-motivated that an effective leader sets his mind into accomplishing something extraordinary. Setting one’s mind towards something helps him aim for and achieve an objective.

The next best thing that you can tell participants during leadership development is to start with small and simple tasks. Being a leader might be easy for some, but for others, it may be very difficult. Make your participants understand that if they start small and simple, they will be able to accomplish these goals an easier and faster way. If simple goals are set and achieved early, they will be able to earn the self-confidence that they will need in facing greater and bigger challenges ahead. 

Experts agree that leadership development is a very important factor for people who are aiming for success in their lives. This is also important because it gives the person a sense of freedom in choosing paths that he has to take. Through the values that are taught during these activities, leaders are given the chance to maneuver or control their own lives, which in the future will help them become the best persons they possibly can be.

To develop the skills for effective leadership, visit: and

Monday, December 17, 2012

IBAR Critical Thinking Method Workshop

How do you turn new hires, newly promoted supervisors, and employees,
needing extreme supervision, into critical thinkers who can solve problems?

Core Edge Image & Charisma Institute developed the IBAR Critical Thinking Method after researching for what CEOs believed were the essential skills needed within today’s marketplace. Among the responses, Critical Thinking, Problem Solving, and Leadership skills ranked at the top.

In the IBAR Critical Thinking Method Workshop, employees learn…

• How to increase corporate productivity and profitability by spotting industry trends and effectively responding to customer needs.

• How to become a critical thinker needing less supervision and direction.

• How to apply critical and strategic thinking to life’s challenges—personally and professionally.

• And much more!

For more information or to request a complimentary 30 minute introductory seminar on the IBAR Critical Thinking Method, visit: or call: (404) 767-6592 today!

Sunday, December 16, 2012

The Trend Towards Greater Leadership Development Within Companies

In the past, companies maintain their office machines better than their employees. Today, however, the most forward-looking corporations are all into leadership development. This shift in perspective on people had actually been triggered by the long-term shift itself of the world economy. From a total dependence on financial capital, economies all over are now dependent on human capital.

Human resources

In the midst of economic upswings and downswings, companies have realized that money for investment is a precious commodity. Even in the middle of the present economic crunch, money had been deposed as the number one scarce resource in business. Human talent, however, is now the scarcer commodity. As the CEO of a top recruiting company says, “Organizations need talented people a lot more than talented people need organizations.”

Companies of a feather

There is now a growing trend of companies that developed their people with opportunities to learn and grow to become higher-performing organizations. A closer look at these companies reveals a striking resemblance of their practices. Operating all kinds of businesses and based from all over the world, these organizations share similar traits in creating leadership development programs.

Time and money investment

To cut to the chase, running leadership development programs is expensive – both in money and time. CEOs, however, think that this is “the single best investment” they make in their company. Many companies claim they are all interested in developing leaders. Today, most of the companies evaluate their own executives partly on how they develop people.

Promising leaders’ early identification

Spotting promising leaders early on can result in their earlier development. Some companies who have internship programs use the time the interns spend with them to evaluate their potential. Companies who nurture their future leaders early on believe that they have a competitive edge. Their talent reserves become bigger and better than the others.

Strategic assignment choices

In a typical leadership development process, two-thirds of the candidates come from job experience, one-third from mentoring and coaching and a smattering come straight from classrooms.

Mixing job assignments are tough, even if they looked okay at first. Organizations tend to assign people based on what they are good at, and not on what they need to work on. Managers have consistently reported that their hardest experiences were the most helpful in the end.

Developing leaders on the job

There is tension among the CEOs who want to develop their people by moving them about in their need to develop leaders in their expertise in certain areas. Other companies solve it by leaving their leaders in their exact productive places and having them rotated in other jobs through short-term work assignments. These leaders do not leave their present positions, but they can take on short additional assignments.

Feedback and support

In learning, if you do not know how you have performed, chances are you will not learn at all and may not care later. In some companies, feedback is rare. Many successful CEOs declared that frequent and honest assessment with plenty of mentoring and support has propelled them to the top.

All in all, companies now view leadership development as a real investment venture, albeit in human forms, rather than in cold forms of machines made of metal. Investing in creating “knowledge workers” is the wave of the future.

For more information on developing leadership skills for great productivity and profitability, visit: Charisma

Friday, December 14, 2012

The IBAR Critical Thinking Method Makes Employees More Productive and Profitable Like Charismatic Leaders

Edward Brown, M.S., of Core Edge Image & Charisma Institute provides questions and answers about the impact of the IBAR Critical Thinking Method on corporate productivity and profitability.

Q: What is the IBAR Critical Thinking Method and how did it come about?

Brown: IBAR is an acronym for Issue, Benchmarking, Analysis/Application, and Recommendation. Each section of the process is designed to resolve a business problem, but can be used generically. The IBAR Critical Thinking Method was developed from our work on charismatic leaders.  Research showed that the “visioning” trait of charismatic leaders was nothing other than a leader’s highly evolved critical thinking skills.

Q: What influenced the IBAR Critical Thinking Method?

Brown: Essentially, I took the legal analysis method I learned in law school combined with the research methods I learned in my master’s degree program and created a user friendly method that average employees can learn to solve complex problems.

Q: Why was it important to create another critical thinking method? Aren’t there already other methods in existence?

Brown:  I wanted a proprietary method that we could create that focused on tackling business related issues. Although the other critical thinking methods are effective, the IBAR Critical Thinking Method is designed to make the average employee a “knowledge worker.”  As a knowledge worker, an employee can become an expert within a specific subject matter and think and research on a graduate school level. 

Q: What corporate need does critical thinking fulfill in the marketplace?

Brown: Research suggests that the top skills employers are looking for in employees are: Critical Thinking, Problem Solving, and Leadership skills. The IBAR Critical Thinking Method was designed to address the top needs of employers for the 21st Century.  The information Age requires employees not only to be able to find information on the Internet, but to develop the skills to analyze and apply the information to specific problems in real time.

For information on the IBAR Critical Thinking Method and charisma, click: Charisma 

IBAR Critical Thinking Method Helps Employees Become Subject Matter Experts

For immediate release:                                                                                   

December 14, 2012

12:00PM (EST)


Employers rank Critical Thinking as a priority in the global economy

Atlanta, GA—December 14, 2012---Core Edge Image & Charisma Institute recently developed the IBAR Critical Thinking Method (IBAR) after research showed that employers want more critical thinkers in their ranks.  According to the Critical Thinking Academy website, a Hart Research Associates study interviewed 302 employers about the skills they thought were most valuable in their business environment. Critical thinking and analytical skills topped the employers’ list.  IBAR is a hybrid critical thinking method influenced by the legal analysis used in American law schools and the qualitative and quantitative research methods used in master’s degree programs, but geared towards the business community.

Core Edge Image & Charisma Institute founder and developer of IBAR, Edward Brown says, “After reviewing the needs of corporate leaders and managers, it was essential to develop a critical thinking model that addressed how businesses could enhance their productivity and profitability by average employees becoming more effective critical thinkers.  IBAR allows employees to become in-house subject matter experts as well as consultants for solving business problems within their organizations.”

The IBAR Critical Thinking Method will be taught through live workshops and webinars. The first one (1) day workshop will be held Tuesday, February 26, 2013 at the Georgian Club, 100 Galleria Pkwy., Suite 1700, Atlanta, GA 30339. Seats are limited to the first 15 registrants and a graduation certification ceremony follows for those who successfully complete the workshop.

Core Edge Image & Charisma Institute investigates, analyzes, and synthesizes how charismatic leaders think, act, and make decisions about organizational development, public speaking, and critical thinking. Core Edge Image & Charisma Institute was founded in Atlanta in 2002.

For more information on the IBAR Critical Thinking Method, visit: or call: (404) 767-6592.

Sunday, December 9, 2012

What is the Impact of Critical Thinking on Charismatic Leadership?

Edward Brown, M.S., of Core Edge Image & Charisma Institute responds to questions about the impact of critical thinking on the charismatic leadership model.

Q: What significance does critical thinking have on charismatic leadership?

Brown: The research suggests that the “visioning” trait often attributed to charismatic leaders is not the “pie in the sky” notion of merely dreaming up a mission or crusade. In fact, this visioning by charismatic leaders is merely a highly evolved critical thinking skill set.

Q: Interesting. Why do you believe charismatic leaders aren’t given more credit for this critical thinking skill as opposed to being seen merely as great self-promoters?

Brown: The passion, oratory, and “big picture” thinking of charismatic leaders overshadow the process that brings everything together. Charismatic leaders may not explain the process as eloquently as they do in articulating the mission ahead. They don’t bog down employees and followers with what they may perceive as unnecessary details. Moreover, people don’t necessarily care about the minutia of the details.

Q: So, if people become better critical thinkers, does this translate into them becoming more charismatic?

Brown: The goal of developing this research is for business and corporate dwellers to emulate the habits of charismatic leaders for organizational development. If individuals effectively use public speaking, critical thinking, and advanced interpersonal communication skills like charismatic leaders to enhance corporate productivity and profitability, they may be perceived as being charismatic. Stockholders want whatever skills increase corporate revenue for their dividends.

Q: What, if any, critical thinking model do you follow?

Brown: Recently, I developed the IBAR Critical Thinking Method. This was a result of my research showing that companies wanted employees with greater critical thinking skills. The IBAR Critical Thinking Method is geared toward solving business problems. I took my law school, master’s degree program, and business experiences and formulated a critical thinking method that even a high school student can use to solve business problems.

Q: What does IBAR stand for?

Brown: IBAR stands for: Issue, Benchmarking, Analysis/Application, and Recommendation. The process involves dissecting the problem, looking at best practices and industry leaders, analyzing and applying outcomes, and recommending solutions.

Q: So, what do you predict will be the essential career skills necessary for thriving in the global economy?

Brown: Based on the current research, leadership, decision-making, critical thinking, and communication skills are essential for increasing productivity and profitability within companies. If you are not making or saving the company money, you are expendable. But, that’s not new. This is the case within any economy. Fierce competition in the marketplace makes these skills indispensable, now more than ever, for long term success.

For more information on developing charismatic leadership skills, visit: Charisma