The Leadership Generation Gap

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DDI | Development Dimensions International

There a lots of articles written about how the generation entering the workforce now is different. Instead of talking about why there are differences, let's focus on how we can help this generation do their best. For more insights on this topic, visit: http://blogs.ddiworld.com/tmi/2013/07/the-leadership-generation-gap.html

This session explores the nexus between climate change and new needs in partnership. Different types of emerging regional partnerships will be discussed, also showing links between local and global levels, and emerging initiatives for cross-region learning. Visit the conference site for more information: http://www.egfar.org/gcard-2012 Cette section examine les rapports entre le changement climatique et les nouveaux besoins en partenariats. Différents types de partenariats régionaux en cours seront discutés, en montrant aussi les liens entre les échelles locales et mondiales et les initiatives en cours pour l’apprentissage interrégional Visitez le site web de la GCARD2 pour plus d'informations: http://www.egfar.org/gcard-2012

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Today, the word "innovation" gets over 400 million results on Google - in fact it's organizations like Google and Apple that have inspired most of us to ponder the litany of ill-defined options for making ourselves, our teams, and our businesses MORE INNOVATIVE! But ultimately all those Google hits end up telling us is this: we've mastered nothing. Innovation still eludes us and we go back to the well time and time again to answer the question: "How can we be more innovative?" So now what? Perhaps it's time to apply some of that innovation and realize that maybe we haven't solved the problem because we've been asking the wrong question.

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The adaptation and adoption of conservation agriculture (CA)-based crop management through innovative techniques like reduced soil movement, adequate surface retention of crop residues and economically viable and diversified crop rotations are the way forward to address the emerging challenges mentioned above. This could help in ensuring sustainable food security and offer several environmental benefits in sustainable way. This is relatively a new strategy to deal with food security and environmental degradation in unfavourable agriculture system. Visit the conference site for more information: http://www.egfar.org/gcard-2012

This document highlights the urgent changes required in Agricultural Research for Development (AR4D) systems to address worldwide challenges. GCARD2 http://www.egfar.org/gcard-2012 Ce document présente la nécessité, les défis et opportunités de transformer les systèmes de Recherche Agricole pour le Développement (AR4D). GCARD2 http://www.egfar.org/gcard-2012 Este documento destaca los cambios urgentes necesarios en la investigación agrícola para sistemas de desarrollo (AR4D) para abordar los desafíos en todo el mundo. GCARD2 http://www.egfar.org/gcard-2012 http://www.egfar.org/gcard-2012

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ASTI collects primary data for low- and middle-income countries through national institutional surveys and in recent years has collected detailed quantitative data on a large number of South Asian and sub-Saharan African countries. In efforts to fill some of the geographical gaps for other regions, ASTI has been collaborating with the GFAR, AARINENA, APAARI, CACAARI, FORAGRO and a network of national partners to collect additional data for the development of an accurate assessment of public agricultural R&D spending at the global level. Visit the conference site for more information: http://www.egfar.org/gcard-2012

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The decision to nominate individuals as “top talent” or “high potential” is no easy task. Unfortunately, these important decisions are often undermined by a lack of due diligence, vague criteria, and questionable accuracy. Use our complimentary guidebook to learn how to avoid the most common issues and challenges involved in the high-potential evaluation and nomination processes. You’ll learn about the 5 best practices for making the right talent investments in your organization, and as a bonus, get key takeaways to help you start identifying your future leaders.

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When it comes to leadership development, coaching is an essential component of any blended learning strategy. But the approach seems to be stagnant—not evolving with the nature of how people work. How can you keep up and make sure coaching within your organization improves over time? Read our guidebook, Coaching: Optimizing for Today’s World of Work, for tips on how to strengthen coaching in your organization.

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