What specific recommendations would you make to an organization seeking to avoid training fade-out?

Can you think of examples from your own experience–at work or in the classroom–where the manner in which your performance was being measures and rewarded worked against the goals you were trying to achieve?

Why is a strong emotional bond with the company especially important in times of change? What specific steps can leaders take to create such a bond?

Are excellent green leaders the same as excellent leaders or are important additional skills needed?