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 Capabilities tab in the Big Think+ platform to easily find and match up content.
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.
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.