This article shares best practices for embedding Big Think+ content into a Leadership Development Program to make it impactful, relevant, and easy to adopt.
Embedding Big Think+ content into your existing leadership development programs works best when it’s integrated with intention and planning.
Best Practices to Embed Big Think+ Content into your Leadership Development Programs
1. Align Content to Leadership Competencies
-
Map Big Think+ Lessons, Expert Classes, and Courses to your leadership capability framework (e.g., Makes Sounds Business Decisions, Develops Others, Acts With Integrity).
-
Use the Browse tab in the Big Think+ platform to easily find and match up content that links with specific leadership competencies.
Example: Pair Adam Grant’s “Give Effective Feedback” with a feedback module in a “Leading Others” program.
2. Use Big Think+ Lessons as Prework or Reflection
-
Assign 1-2 Big Think+ videos before workshops, coaching sessions, or cohort meetups.
-
Include discussion questions from Big Think+ Discussion Guides for reflection.
Why it works: Saves in-session time, deepens in-person engagement, and creates connections to personal experiences.
- NEW! See some sample discussion decks you can use for inspiration!
3. Create Facilitated Group Touchpoints
-
Use Big Think+ Discussion Guides in small group cohorts, leadership circles, or team-based learning pods.
-
Rotate facilitation among peers to encourage ownership.
Tip: Try launching a 30-minute “Lunch & Learn” once a month based on Big Think+ Lessons.
4. Blend Into Manager Toolkits and 1:1s
-
Embed short videos in existing manager development toolkits or playbooks.
-
Recommend specific videos to spark meaningful 1:1 conversations between managers and their teams.
Example: After performance reviews, have managers share Amy Cuddy’s “Self-Nudging for Progress” with their teams to support feedback follow-through.
5. Layer Into Milestone Programs
-
Integrate into new manager onboarding, high-potential programs, or executive development experiences.
-
Assign curated playlists tailored to each transition point.
Sample Pathway for a New Manager Program covering leadership mindsets:
-
Week 1: Simon Sinek - "Become Responsible for the People Who Are Responsible for the Results"
-
Week 2: Ryan Holiday - "Open Yourself Up to Learning"
-
Week 3: Alisa Cohn - "Leadership Starts with You"
-
Week 4: Linda Hill - "Manage Yourself"
6. Promote Social and Peer Learning
-
Encourage leaders to share their takeaways in team meetings, Slack channels, or internal blogs.
-
Highlight leader spotlights or “Big Think+ Moments” in newsletters.
Why it works: Normalizes continuous learning in your culture.
7. Incorporate Into Learning Tech
-
Embed Big Think+ into your LMS or LXP with clear learning pathways.
-
Use any nudge or notification tools offered in your platforms to remind learners about new content or program offerings.
-
Use single sign-on and auto-enroll to lower friction.
Tip: Tag content by skill, not just by speaker, to make searching easier. Ask your Account Manager for a listing of all Big Think+ content tags!
8. Use for Just-in-Time Development
-
Recommend and share specific Lessons or Expert Classes in response to real-time team challenges.
-
Managers or HRBPs can “prescribe” relevant Lessons to support individual coaching moments.
Example: Share Cassandra Worthy's "A Leader's Guide to Strengthening Your Organization's Emotional Immune System" when organizational changes are upcoming.