Sparkwise

?? Big announcement: Harvard Business Review, in partnership with Sparkwise, has launched a new series of Virtual Group Learning sessions — now available on HBR Store! Now, any team can go beyond reading the cutting-edge insights from HBR and actually practice, discuss, and master core skills like communication, strategic thinking, and leadership. Together, in dynamic small groups. ?? Check it out: https://lnkd.in/gW84nTPm

Up to 20% of staff turnover occurs in the first 45 days. So why do so many companies still treat onboarding as a series of PowerPoint presentations? Generic webinars and handbooks leave new hires with their most important question unanswered: "What will I actually DO here?" These same hires then go on to quit out of frustration, or get placed on a PIP. Recently I spoke with Aaron T. Jones, M.M., CPTM from Live Nation Entertainment about transforming onboarding from presentations to skill development. His approach has led to hires reaching productivity up to 70% faster, and increased overall productivity by 26-28%. A few topics we covered: ? How skills-first onboarding accelerates ramp up ? Why onboarding should be role specific ? How to measure success by tracking task mastery ? How to inspire employees through onboarding Watch the full episode to discover how organizations should rethink their approach to onboarding: https://lnkd.in/eU3zAUF3

#1 skill companies hire McKinsey alumni for? Structured problem solving. Why? Because people who turn ambiguity into action and chaos into clarity are the most scarce, valuable assets. Here's the 3-step system McKinsey consultants use to tackle any business challenge: 1?? Define the Problem - Clarify exactly what needs solving - Create a SMART problem statement - Identify key stakeholders and success criteria - Set clear constraints and deliverables 2?? Decompose the Problem - Break down complex issues into manageable parts - Use issue trees to map relationships - Ask "how might we" questions to spark solutions - Find the root causes, not just symptoms 3?? Prioritize Issues - Rank challenges based on key criteria (e.g., impact, feasibility) - Focus energy where it matters most - Make data-driven decisions about where to start - Avoid the trap of trying to solve everything at once This methodical approach is what separates strategic problem-solvers that senior leaders trust. Not magic. Not genius. Just process. And the best part? You can master this methodology too. Start with clear problem definition. Move to logical decomposition. Finish with structured prioritization. Most business problems don't need genius solutions. They need good-enough answers that create progress. Some action is almost always better than paralysis. What complex challenge can you apply this to today? ?? Find this valuable? Repost to help others. Follow me for posts on leadership, learning, and excellence. ?? Want free PDFs of this and my top cheat sheets? You can find them here: https://lnkd.in/g2t-cU8P Hi ?? I'm Vince, CEO of Sparkwise. I help orgs scale excellence at a fraction of the cost by automating live group learning, practice, and application. Check out our topic library: https://lnkd.in/gKbXp_Av

Bad decision processes can turn your team into a zoo: ?? HiPPOs (Highest-Paid Person's Opinion) crush ideas ?? ZEBRAs (Zero Evidence But Really Arrogant) run wild In an AI-driven world, excellent decision making is the one strategic edge humans must preserve. 4 powerful decision-making models every leader needs: 1?? McKinsey DARE Framework Clarify roles. Execute flawlessly. — D: Deciders — A: Advisors — R: Recommenders — E: Execution stakeholders No more confusion about who does what. 2?? Six Thinking Hats (Based on the work of Edward de Bono) Explore problems from multiple perspectives. — White Hat: Facts and information — Red Hat: Emotions and intuition — Black Hat: Risks and challenges — Yellow Hat: Benefits and optimism — Green Hat: Creativity and new ideas — Blue Hat: Process and control Comprehensive analysis, balanced decision-making. 3?? Square's SPADE Framework (Based on the work of Gokul Rajaram) Drive difficult decisions intentionally. — Setting — People — Alternatives — Decide — Explain Collaborative decisions, crystal-clear communication. 4?? Gradients of Agreement Model (Based on the work of Sam Kaner) Not every "yes" is created equal. Understand true team alignment: — Full agreement — Agreement with minor reservations — Support with reservations — Abstain — More discussion needed — Not in favor, but will support — Serious disagreement — Veto Spot potential roadblocks before they derail you. The best leaders don't just make decisions. They institute systems for sound decisions. Which framework would transform your team's impact? ?? Find this valuable? Repost to help others. Follow Vince Jeong for posts on leadership, learning, and excellence. ?? Want free PDFs of this and my top cheat sheets? You can find them here: https://lnkd.in/g2t-cU8P Hi ?? I'm Vince, CEO of Sparkwise. I help orgs scale excellence at a fraction of the cost by automating live group learning, practice, and application. Check out our topic library: https://lnkd.in/gKbXp_Av

Influence is the ultimate currency in business. At the end of the day, human relationships make things happen— not just processes or technology. The ability to move others without force is arguably the most powerful skill you can develop. Use 3 timeless frameworks to supercharge your influence: 1?? The Trust Equation - Credibility: Your knowledge matters, but how you convey it determines if people believe you - Reliability: People trust those who consistently deliver on promises, large and small - Intimacy: Creating safe spaces for authenticity builds bonds stronger than any contract - Self-orientation: When your agenda comes first, trust evaporates (the critical denominator) 2?? Cialdini's 7 Principles of Influence: - Authority: We instinctively follow those who demonstrate expertise - Social Proof: People look to others' actions when uncertain - Liking: We say yes to people we enjoy - Scarcity: Opportunities seem more valuable when limited - Reciprocity: Humans are wired to return favors - Unity: We follow those who share our identity - Commitment: Small initial agreements create powerful momentum 3?? The SOFTEN Model of Nonverbal Communication: - Smile: The universal trust signal - Open Posture: Shows confidence and safety - Forward Lean: Signals genuine interest - Tone: Conveys more than your actual words - Eye Contact: The gateway to authentic connection - Nod: Acknowledges others' perspectives Power commands compliance. Trust inspires commitment. Your natural influence grows when you prioritize others, deliver consistently, and connect authentically. Which framework will you implement today? Which framework will you coach your team on? ?? Find this valuable? Repost to help others. Follow Vince Jeong for posts on leadership, learning, and excellence. ?? Want free PDFs of this and my top cheat sheets? You can find them here: https://lnkd.in/g2t-cU8P Hi ?? I'm Vince, CEO of Sparkwise. I help orgs scale excellence at a fraction of the cost by automating live group learning, practice, and application. Check out our topic library: https://lnkd.in/gKbXp_Av

In the past month, I've had the privilege to talk to several leaders who've reached the top of their field. Former Olympian. Unicorn founder. Fortune 10 C-suite exec. Commissioner of a big government agency. Here's one trait that I noticed in all of them: they THRIVE under pressure. They sign up for challenge. They don't crater under stress. They rise to the occasion. If you want to reach the top, you MUST learn how to handle pressure. Here are the BIG 4 tactics that Navy SEALs get trained on: 1?? GOAL SETTING - Focus on smaller interim goals, not the finish line - Let each small win build positive momentum 2?? POSITIVE SELF-TALK - Replace criticism with constructive encouragement - Reinforce "I'm capable" when facing obstacles 3?? DEEP BREATHING - Use your body's built-in "rest button" - Tap into techniques practiced for centuries 4?? VISUALIZATION - Mentally picture yourself achieving your goals - Remember that current conflicts are temporary Which of these techniques will you try today? How might you use the BIG 4 at the *TEAM* level? ?? Find this valuable? Repost to help others. Follow Vince Jeong for posts on leadership, learning, and excellence. ?? Want free PDFs of this and my top cheat sheets? You can find them here: https://lnkd.in/g2t-cU8P Hi ?? I'm Vince, CEO of Sparkwise. I help orgs scale excellence at a fraction of the cost by automating applied group learning for practice, insight, and action. Check out our topic library: https://lnkd.in/gKbXp_Av

One of the most rewarding parts of building Sparkwise? ?? Working alongside caring leaders who invest in their people's growth. Gerald F. Lackey, Commissioner of Virginia DMV, is one of those leaders we’re honored to serve. He's guiding the agency through a multi-year transformation to become a standout public sector organization that both customers and employees in Virginia take pride in. At the heart of this bold transformation is equipping hardworking managers with the leadership skills they need to own and drive the change. I recently sat down with Gerald to hear firsthand why he chose Sparkwise as their partner to scale capability building agency-wide. I'm thrilled to share his perspective and highlight the impactful work happening at the DMV — and the small role we play.

Excited to share that Sparkwise has been selected for the Chloe Capital Founder Fellowship, supported by?New York City Economic Development Corporation! We're looking forward to learning from and with other passionate founders, mentors, and investors. More info on the fellowship here: https://lnkd.in/eETk7z4E #ChloeFellowship??#FounderFellowship?#NYCFounder

One AI enablement challenge I hear often from enterprises: Too many executives are still sleeping on AI — both on adopting it for their own use and on using it to transform their teams. Why? I suspect it's because AI uses aren't as obvious for execs who do more conceptual thinking work (vs. ICs who create tangible outputs). But if your leadership falls behind AI, it's an existential threat to your business. So, what's the best way to help your executive team get smarter on AI? ? I recently hosted Marco Andre, Executive Director of Global Marketing & AI Excellence at Novartis (Ex-Google, YouTube, P&G), who's helped countless executives thrive in an AI-enabled world. A few topics we covered: ? Why high-impact AI training must be hands-on and social, not passive ? How curiosity—not technical ability—is the real differentiator in AI adoption ? The fundamental shift from having answers to asking better questions ? Why individual productivity gains are just the first step in organizational transformation ? The importance of focusing on business problems, not technology Watch the full episode to discover how executives can better adopt AI and lead their organizations through this transformation: https://lnkd.in/ee4Qru6w ?? Hi I'm Vince, the host of "The Science of Excellence" podcast. I'm always on the look out for experts on building/scaling organizational excellence. If you know of an amazing leader who might be a great fit for an upcoming episode (in L&D, Enablement, Transformation...), please tag them in the comments!

Your brilliant idea means nothing if no one listens. 5 years at McKinsey taught me one important truth: It's not the winning idea that wins. It's the winning idea COMPELLINGLY PRESENTED. Master these 4 frameworks to transform how your ideas land: 1?? The Pyramid Principle (go-to storytelling technique at McKinsey #1) Communicate efficiently: → Lead with your main point first → Support with structured reasoning → Back it up with relevant data 2?? SCR Framework (go-to storytelling technique at McKinsey #2) Craft a convincing storyline: → Situation: Establish clear context → Complication: Highlight why action is needed → Resolution: Recommend the solution 3?? The Golden Circle (Simon Sinek) Inspire action with the WHY: → Start with purpose (why you exist) → Explain your approach (how you deliver) → End with what you actually do (what you do) 4?? Story of Self/Us/Now (Marshall Ganz) Mobilize collective action: → Share your personal values journey (self) → Create unity around shared goals (us) → Drive urgency through compelling vision (now) How you FRAME your message is the difference between ignored and influential. What storytelling frameworks do you most often use in your own work? ?? Find this valuable? Repost to help others. Follow me for posts on leadership, learning, and excellence. ?? Want free PDFs of this and my top cheat sheets? You can find them here: https://lnkd.in/g2t-cU8P Hi ?? I'm Vince, CEO of Sparkwise. I help orgs scale excellence at a fraction of the cost by automating live group learning, practice, and application. Check out our topic library: https://lnkd.in/gKbXp_Av