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Bill Adams is co-author of The Toxic Boss Survival Guide: Tactics for Navigating the Wilderness at Work. He has been with the Center for Creative Leadership (CCL) since 2008. He co-founded and serves as the leadership solutions partner for CCL’s Government Sector, providing advice and oversight for CCL’s work with government clients. His specialty is advising learning and development managers and designing, developing and delivering custom leadership solutions for federal government managers and executives.Bill has designed and implemented highly-regarded programs for the Intelligence Community, Department of Defense, Homeland Security, Health & Human Services, and other federal agencies and affiliated contractors. He co-facilitated an organizational intervention for the U.S. military and State Department in Iraq promoting inter-agency cooperation in support of strategic national objectives.In the private sector, Bill has worked with Fortune 100 companies and non-profit organizations with clients in the aerospace, engineering, manufacturing, pharma, healthcare, financial services and energy sectors. He has worked internationally in Europe and the Middle East and with participants from six continents.

Bill Adams

To accelerate talent development, we need a reliable way of assessing leadership potential.

Tomorrow’s Future Leaders Live Their Values Today

June 2017 - The Public Manager

Managing change requires attention to both the process and the individuals affected.

The Human Element in Lasting Organizational Change

The following are four survival pressures and four priorities most relevant and helpful to leaders and their teams during times of crisis.

Leadership and COVID-19: Lessons From Wilderness Survival

Each year, learning and HR solutions are implemented with minimal performance change or impact. This is because performance improvement requires the implementation of multiple solutions—single solutions, such as learning, rarely result in the desired performance change.
Performance consulting is a process designed to achieve business results by maximizing the performance of people and organizations. But what do people who work as performance consultants actually do? How is this different from more traditional approaches to talent development? And how do talent development professionals successfully adopt this methodology?
In this webcast, Dana Robinson and Chris Adams will answer these questions. After participating, you will be able to:

Define performance consulting and why it is a strategic—not tactical—process.
Describe the two components of the mental model used by performance consultants when they discuss requests for learning and other solutions.
Ask powerful questions when responding to a learning solution request.
Identify three proven practices for transitioning to a performance consulting approach.

  

Performance Consulting: What It Is and How to Get Started

Each year learning and HR solutions are implemented with minimal performance change or impact. This is because performance change requires the active involvement of management and the implementation of multiple solutionsâ€”single solutions rarely result in change.
Performance consulting is a process designed to achieve business results by maximizing the performance of people and organizations. But what do people who work as performance consultants actually do? How is this different from more traditional approaches? What benefits do the learning function and the organization realize because people work as performance consultants?
In this webcast, Dana Robinson and Chris Adams will answer these questions. As a result of participating you will be able to:

Define performance consulting and why it is a strategic, not tactical, process.
Describe the two components of the mental model used by performance consultants when they discuss requests for learning and other solutions.
Ask powerful questions when responding to a solution request.


Performance Consulting: What Is It and Why Do It?

Knowing in advance that issues will likely arise as you progress with your L&D solution can help you approach the challenge with greater aplomb.

Early Thinking Equals Impactful Results

You will appreciate this easy-to-read book.

Work the Problem: A User's Guide

2020 changed everything. Many of the organizations that survive, emerge, and thrive in the new reality will be different than they were before. Their workforces will have to be too. And that’s forcing millions of people around the world to refresh their current skills and to build new ones. But everyone’s asking what skills to build for the future, and time and money are in short supply. Join Degreed for a sneak peek at exclusive new research on the state of skills in 2021.
During this webinar, you will learn:

How to understand which skills are most urgent and impactful for your business
Where to focus your team's resources to reshape your workforce for what's next
Practical frameworks and real-world examples to help you inspire and activate change


The State of Skills in 2021

According to recent research by ATD, six in 10 organizations have a performance improvement process in place. However, these organizations have a variety of approaches—and only some are successful. In this webcast, we will discuss the state of performance improvement in organizations today. We will also share key findings from our performance improvement research and offer recommendations for a successful performance improvement process.
You will learn:

the types of performance gaps organizations most frequently experience
what solutions have been rated most effective in closing performance gaps
the top performance consulting skills organizations most desire
the barriers organizations face during the performance improvement process.


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