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Kristin Cullen-Lester is a senior research scientist at the Center for Creative Leadership, a top-ranked, global provider of leadership education and research. Kristin leads CCL’s R&D work on network applications in leadership development. Her research focuses on relational aspects of leadership, including leader’s social networks and the role of organizational networks in shared leadership, complex collaboration, and implementing change across organizational boundaries as well as leadership in turbulent, changing workplaces.

Kristin Cullen-Lester

A Toolkit for Leaders: A TD at Work Collection (PDF)

A Toolkit for Leaders: A TD at Work Collection

Some key ATD resources can help leaders successfully make it to the finish line.

Clearing Today's Leadership Hurdles

Want to make sure your company’s culture is developing in a way that benefits your employees and your business? This TD at Work collection brings together four issues on culture, coaching, and change to provide the guidance you need.

Improving Your Organizational Culture: A TD at Work Collection (PDF)

August 2016 - The Public Manager

How to Beat Change Overload

ATD Links Archive - ATD Links

This excerpt from the TD at Work issue “Leading When There’s Too Much Change” provides leaders and HR professionals with advice and helpful tools for dealing with a world of too much change.

Set Priorities to Manage Cumulative Cost of Workplace Change

Change is nearly constant in many organizations today. This issue of TD at Work can help leaders prioritize change initiatives and support employees during times of transition.

Leading When There’s Too Much Change

Kristin Cullen-Lester details research from the Center for Creative Leadership that explains the cumulative cost of change. It also outlines three points leaders should remember when managing “change capital.”

The Cost of Change—On Organizations and Employees

This job aid from our TD at Work, A Toolkit for Leaders, can help you determine the root causes of change overload. Consider what contextual factors, organizational practices, and personal thought processes and behaviors are leading you and your organization to take on too much change.

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