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 how to accelerate team learning, managing top talent, disrupting 21st Century corporate learning, and leadership development for the next generation of leaders.
“Many leaders want to accelerate learning on their teams. They know that in a knowledge-driven economy, continuously developing new competencies is the key to sustainable advantage. But in practice, there never seems to be enough money or time. Why is it so difficult to get our teams learning at scale? In my experience, the central challenge is that leaders tend to think of learning too narrowly — equating it with training, mentoring, or ‘constructive feedback’ during performance reviews. But all of these are inputs that may or may not correlate with the results we want to create.”
“The general view in business is that top-end talent is highly sensitive to and motivated by compensation and that big monetary rewards are key to their management. There is a grain of truth to this — but only a grain. In my 36-year career, I haven’t met a single person truly at the top end of the talent distribution who is highly motivated by compensation. Not one.”
“Having been in the corporate learning and development space now for more than 25 years, it’s been really useful to invest time immersing myself in researching recent developments and emerging trends. It seems that a ‘new world of work’ is emerging in the 21st century disrupting the corporate learning paradigm. It’s turning old instructional, episodic & live training models upside down, as technology, financial, people and competitive pressures drive necessary change and introduces new possibilities for achieving 21st century corporate success, growth and sustainability.”
“What do HR leaders need to know about developing the next generation of leaders? On a macro level, HR leaders need to understand two critical trends in the global workforce: the great generational shift and the rising global youth tide (the second wave Millennials). On a micro level, HR leaders need to focus on three key strategies: 1) staffing and succession planning at every level; 2) high-potential identification, retention and development; and 3) training and support for newly promoted leaders.”