DDI

Praise can feel hollow if it stops at “Good job.” Specific recognition helps people see the value they bring to the team. The next time you recognize someone’s work, try sharing:

📌 What they did well
📌 Why it mattered
📌 What you appreciate about how they did it

A few specific words can help someone feel valued and know what to keep building on.

What’s a piece of recognition from a leader that has stayed with you?

Leaders are only as effective as their ability to connect with others. In every conversation, people have personal needs: to feel understood, valued, involved, and supported. DDI’s Key Principles give leaders a practical framework for meeting those needs so they can build trust and strengthen relationships.

Swipe to meet all five.

When you think about the best boss you’ve ever had, what stands out?

Chances are, it’s not that they always had the answer or ran great meetings. It’s how they created the conditions for you to grow and do your best work.

Read the full article for more insights: https://www.ddi.com/blog/what-makes-a-boss-great?utm_source=LinkedIn&utm_medium=Social&utm_campaign=What+Makes+a+Boss+Great-CORP-EN

You never outgrow the opportunity to become a better leader. 🌱

The challenges you face change as your experience and responsibilities grow. That means that development should change along with them.

DDI Impact Evaluation data shows that when development was adapted to their experience and needs, senior leaders reduced ineffective leadership behaviors by 74%.

So whether you’re a first-time supervisor or a senior executive, development works best when it meets you where you are.

Today we’re celebrating the 90th birthday of our founder and executive chairman, Bill Byham!

Bill’s groundbreaking contributions to industrial-organizational psychology and human resources continue to shape how organizations assess, select, and develop leaders around the world. From advancing assessment center methodology and behavior-based interviewing to pioneering development that drives lasting behavior change, his innovations have truly transformed the field.

Through his research, books, and decades of leadership, Bill has built a remarkable legacy—one that continues to inspire our work at DDI every day.

Happy 90th birthday, Bill!

What seemingly small leadership behavior makes the biggest difference in your organization?

You may know STAR as a framework for interviewing or giving feedback. But did you know it was developed by DDI in 1974? This tried-and-true model has three parts:

⭐ Situation/Task: Set the context.
⭐ Action: Explain what the person did.
⭐ Result: Show what the action achieved.

Whether you’re sharing feedback with a colleague or gathering examples during an interview, STAR provides the specificity people need to improve performance and make informed decisions.

Applying a new skill shouldn’t feel like a leap into the unknown. Training can transfer essential knowledge, but leaders also need safe environments to practice, get feedback, and grow confidence.

Swipe to see why practice is the difference between knowing what to do and doing it when it counts.