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Could we create a quiz, that would give respondents data on the people development strategy, in return for an email address? lead Gen on our homepage.

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ScoreApp: Advanced Quiz Funnel Marketing | Quiz Software

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ScoreApp makes quiz funnel marketing easy, so you can attract relevant warm leads, insightful data and increase your sales. Try for free today

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TrainingIndustry highlight relevant L&D podcasts, we should perhaps submit yours Brad?

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As podcasts have become more popular across topics and categories, the training industry has developed many great podcasts on a variety of learning and development topics. Training Industry, which hosts our own podcast, The Business of Learning, has gathered some of the best and most popular L&D podcasts here.

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April - Stress Awareness Month

April 22 - Earth Day

May 1 - Labour Day

May 7 - World laughter day (!?)

May 8-14 - Mental Health Awareness Week

May 15-21 Learning at Work Week

May 17 - IDAHO - International Day against homophobia/biphobia/transphobia

May 21 - UN cultural diversity day

June - Pride Month

1-7 - volunteers week

June 10 - Global Wellness Day

June 19-25 - Learning Disability Week

July 30 - international day of friendship

Aug 26 - international dog day

Aug 31 - national burger day

Sept 5 - national day of charity

Sept 10 - Suicide prevention day

Sept 16 - World cleanup day

Sept 21 - 01 National Inclusion Week

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Link from Rob through Andreas Linkedin article. Check and place here.

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I dont know the use case, but this would be cool!

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Pascal BORNET on LinkedIn: #creativity #technology | 4,571 comments

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When #creativity meets #technology An innovative way to communicate on social media, invented by startup Breakout Clips Credit: Tim Gray | 4,571 comments on LinkedIn

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In Teams you can hit "Together Mode" to change the view and layout so that multiple people can be onscreen at the same time. We can create our own scenes and have them OnTrack themed in Developer mode.

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Configure, distribute, and manage your Teams apps

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April to be published.

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Legacy video from Brad (May our birthday) or later in line with the OnTrack name launch...

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1. Funeral announcement up
2. The Spark - video launch
3. Rosie article (PR team)
4. Rosie interview (Brad)

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Need to plan in:
Womans Day
Learning at work week
etc....

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Page 7 - 11.. do we want to freshen it up?

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Be Adventurous, Be Brilliant, Be Ethical as One Team.

How do we keep the values present and fresh in OnTrack?

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Our 6 month PR plan. It will be regularly updated. 

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Our 6 month PR plan. It will be regularly updated. 

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See comments for progress against it.

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OnTrack International Content and PR plan Feb-July 23 FINAL 13 Feb

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Helping organisations get culture right - KJ article

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Helping organisations get culture right - KJ article

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Awaiting permission from JP Morgan. Still to be published on the website, but will be soon once all approved and editing finished.

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Helping organisations get culture right 27.02.23 vtracked19

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HR magazine is a strategic business magazine for HR directors, chairmen, CEOs, MDs, board directors and senior managers involved in top level HR decisions. It has a circulation of 5,050. Click to read Kevins article, is there anything else we can do to promote/leverage this. Dominic Raab etc?

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Allegations of toxic leadership are never far from the headlines. Whether it's politicians bullying colleagues or senior corporate executives creating a negative culture, no organisation is immune from such behaviour.

Toxic leaders have the potential to drain or debilitate their teams and stop their people from performing at their best. Left unchecked, their behaviour can have a disastrous impact on the organisation.
What to do when leadership fails Managers with 'dark traits' encourage bullying Bad bosses creating toxic workplaces
But, while some of the scandals we've seen in the media have come from staff complaints or whistleblowing, this isn't always the case.

So, how can HR directors and managers spot toxic leaders and what should they do if they've identified one?
Spotting a toxic leader
Toxic leaders micro-manage transactional details. Often, nothing is 'good enough'. Their behaviour stifles passion, innovation and energy. It breeds compliance rather than commitment.

However, there are times when this can be difficult to spot. Perhaps they are not outwardly aggressive or dictatorial. People may not be obviously unhappy.

In these cases, there are four things of which to be aware.

First, is the organisation or team making bad decisions? Toxic leadership creates a false world of isolation where bad decisions get made. Team members become less open and honest because they know the leader will ignore their contribution.

Information may get withheld because there's a concern that the leader will shoot the messenger. Poor judgements get made because the leader does not have the best information. They may impede governance or due diligence, so their bad decisions go unchallenged.

Second, is there evidence of short-termism? Toxic leadership can create a narrow, short-term focus. The leader is focused on driving results from the team, sometimes to the detriment of other functions in the business.

Such behaviour is sometimes the case among functional leaders, who are competing with their peers for budget and resources. Sometimes their goal is to get the next position, not to build a performance culture. As such, they focus on short-term returns, instead of long-term performance.

Third, are other team members starting to model the bad behaviour? If an organisation or team has a toxic leader, there is a danger that their behaviour can be a measure of success.

Line managers further down can start to replicate the negative example set by the toxic boss. Poisonous, detrimental behaviour then starts to infect leaders at all levels.

Fourth, are good people leaving? Research shows that talented people leave if they don't feel connected to their employer's mission, they are not adding value, or they are no longer growing.

A toxic leader is more likely to make their people feel less connected to the purpose of the business or feel valued. Those people won't grow because the leader will be micro-managing them. Talented people jump ship.
Tackling toxic behaviour
If a leader's behaviour is toxic, HR can act as the catalyst for change. HR executives are often in a unique position to intervene, but they'll need the courage and the will to address the situation.

If the leader and organisation values HR, the HRD could discuss the toxic leader's behaviour with them. They can 'hold up a mirror' to reveal their behaviour.

Here, HR executives should avoid accusatory language. Instead, HR executives should explore the outcomes the leader wants to achieve and the impact that has on their team.

They should help the leader play through alternatives to their approach and how those alternatives could result in greater success for both the outcome they want to achieve and the engagement and wellbeing of their team.

Overall, they should help the leader to see the impact of their behaviour - and to understand how changing their behaviour will help others to succeed.

If this isn't possible, HR's role could be to initiate feedback or coaching for the toxic leader. In this case, the HR executive or coach is looking to instil four critical assertions in the toxic leader. These are: losing ego, valuing others, sharing passion and building trust.

By focusing on these four assertions, HR executives can ensure that the toxic leader instead focuses on building a high-trust culture, which dispels toxicity. Instead of poor-performing teams, organisations gain innovative, creative and loyal people.

By dispelling such toxicity, leaders and organisations benefit from a more positive culture, increased retention, and ultimately enhanced productivity.
By Kevin Johnson, CEO, OnTrack International

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HR Magazine - How to spot a toxic leader

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Allegations of toxic leadership are never far from the headlines. Whether it's politicians bullying colleagues or senior corporate executives creating a negative culture, no organisation is immune from such behaviour. Toxic leaders have the potential to drain or debilitate their teams and stop their people from performing at their best.

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Not very well written but the idea is great

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Learning to be your own Sasha Fierce | LinkedIn

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A technique called "character invention" - apparently used by Beyoncé - could help you overcome imposter syndrome.