Leadership development may be the most important thing any company does. That’s why, every week, I review blogs and other publications that cover leadership development to find the very best leadership development posts. This week, you’ll find pointers to posts about leadership development and succession planning, preparing to lead a new breed of talent, leadership development for the digital age, and Ford’s talent pipeline.
From Korn Ferry: Succession Matters: Succession planning & identifying potential
“Do organizational leaders know who can fill their most critical roles, now and in the future? According to the results of our global study on succession management, it would appear not, as only 1/3 say they are confident in their talent decisions. Furthermore, high-potential talent is not being accurately identified, and as a result ill-fit candidates are promoted into key roles.”
From Tammy Erickson and Anna Johnston: 4 ways to lead the new breed of talent
“The global workforce is exercising free will, they’re clever and on the move: what should you do to lead them? Tammy Erickson sheds light on the future of work and how to thrive as a leader”
From Manfred Kets De Vries : Evolving leadership in the digital age
“Studies show that organisations which take leadership development seriously outperform their competition. This holds greater truth today when leaders in this cyber age find themselves under greater (and increasing) pressures from globalisation. Twenty-five years ago, very little attention was being paid to the idiosyncrasies and irrational processes that make up individual behaviour. Corporations and business schools were preoccupied with models of the rational economic man, not realising that executives are everything but rational decision makers. The emotional aspects of leadership, the importance of corporate culture were all but ignored. Leaders at that time were expected to simply leverage their vision and skills to create sustainable, results-oriented organisations. Today they face added complications of rapidly changing technology, virtual working teams separated by cultural and geographical boundaries, and the difficulties of making decisions when faced with an overload of information.”
From Sarah Sipek: Ford Interns Drive Its Talent Pipeline
“Unlike organizations that use internships for menial tasks, Ford Motor Co. uses its program as a legitimate feeder for its talent pipeline.”
