While I can measure my 2010 in client events, boarding passes, and loads of laundry, I could just as easily measure it in the number of times I heard "cautious optimism"; read another article on managing generational differences in the workforce; or received an invitation to a free webinar on how to leverage social media tools.

The skill practice component of our leadership development program, Interaction Management, usually starts slow, with participants considering it a chore, or a workshop activity they just have to do. But after the first round of feedback, most realize the tremendous learning they just experienced.

HR and Talent Management professionals can and should be playing an important role in spurring on sales growth by providing the resources and guidance to ensure that the RIGHT type of sales and sales leadership skills are being acquired, developed, and retained.

As I am currently preparing for an upcoming Leadership Development Program, a little light bulb went off in my head: there is also a lot to learn from Dr. Seuss on leadership!

Change is driving the need for health care to reconsider what it needs from its executives, physicians, leaders, and staff.

There is a dirty little secret to Web 2.0—and thus Learning 2.0, and that is the Power Law. By definition, this is a mathematical relationship between two quantities. In the case of social media, it has evolved into a 90-9-1 distribution. Essentially, 90 percent of people using these tools are passive observers, 9 percent are active contributors, and 1 percent are the leaders and creators.

The younger workforce yearns for career progression and supportive development—points of contention for their more experienced leaders.

The supposed "slacker" generations aren't lacking in work ethic; they just want the nine-to-five, in-office restrictions relaxed.

The multigenerational workforce series will share fresh research from DDI, which has examined the perspectives of those born between 1922 and 2000 on four distinctive workplace topics: career direction, motivation, communication, and leadership.

Give them what they want? Read how the younger generations would prefer to communicate and develop in the workplace.