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 important personality traits for CEOs, succession planning, learning to lead, and filling your leadership development pipeline.
From Drake Baer: The Most Important Personality Traits for CEOs
“If you’ve ever waded into the business section of a Barnes & Noble or gotten ‘thinkfluenced’ by any number of LinkedIn influencers, you may have become aware of the fact that management literature is long on opinions and short on data. A voice in the wilderness of thought leadership is University of Chicago entrepreneurship professor Steven N. Kaplan, who has procured data sets about executives and their personalities of the kind that make social scientists swoon.”
Thanks to Smartbrief on Leadership for pointing me to this story
From Ted Bauer: Succession planning is about psychology
“If you’ve never heard the term before, ‘succession planning’ is an element of (buzzword boulevard coming) ‘talent management strategy’ whereby you try to figure out who’s the ‘next (wo)man up’ for a series of leadership slots. Basically, it’s building a pipeline of people. Most companies are really good (or somewhat good) at building funnels and pipelines around products and financials, but most are terrible at anything to do with people. A big example of that? Companies get FOMO, go chase an executive from a rival, and whiff on internal recruitment.”
From China Gorman: Business Depends on Learning
“I was re-reading the chapter on Learning: Employees Take Charge, and was taken, again, with the evaluation of where organizations are today and where they will have to be in the short term in order to attract, retain and deploy the talent they need.”
From Jack Zenger: Opening The Leadership Pipeline: 3 Vital Steps You Should Be Taking Today
“It is not unusual for an organization to worry about finding the right new CEO. However, our concern goes far beyond the CEO replacement. We see a serious problem in the making. We are about to experience a dearth of effective senior leaders. Why? Several forces have combined, as if it were a perfect storm, to generate this critical situation.”
