Insights
The research behind measurable people development, and editorial from the Viveka network.
The Library
Research and editorial from Viveka, and the practitioners inside the network. Filter by what you are working on.
A former Deloitte Managing Director on where development investment leaks, and what actually counts as evidence that a leader leads differently now.
Terry Patterson · 4 min→It has a visibility problem. Real change is happening inside your programs, and almost none of it is captured where the business can see it.
Katja Kempe · 6 min→Two decades around boards of directors. Why candidates who describe their careers lose to candidates who answer the governance question.
Naomi Kent · 3 min→Development is a relationship before it is a methodology, and relationships run on fit, not reputation.
Katja Kempe · 6 min→It is the one nobody uses. Four questions that find the hidden waste this quarter.
Katja Kempe · 5 min→A former $30M manufacturing CEO on levels of work, the discipline of letting go, and why a leader’s real output is the people they develop.
Bernie Kerschbaum · 4 min→It has an infrastructure problem. A great coach transforms one leader. Infrastructure turns that into organizational performance.
Katja Kempe · 5 min→The honest answer rather than the soundbite, plus the three questions to ask any AI coaching vendor.
Katja Kempe · 5 min→Almost anyone can look like an expert now. What that changes about how organizations choose who to work with.
What generative AI changes about leadership development, and what it cannot replace.
Nothing in that category yet.
The Evidence
Coaching and leadership development work, when they are measured.
of learning and talent professionals say their executives worry employees lack the skills to execute strategy.
LinkedIn Workplace Learning Report · 2025Median time for a new behavior to become automatic, with a range of 18 to 254 days.
Lally et al. · 2010The typical size of a peer learning group. The Lab uses groups of five.
Action learning practiceMonths to evaluation and follow-up, so behavior change and business impact have time to show.
Phillips ROI MethodologyThe Performance Lab produces board-ready evidence from your own leaders in six months.
Evidence on what actually moves workforce performance. Written for the people who have to defend the budget.
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