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 the 2018 MIT SMR/Deloitte Digital Global Study, creating a culture for learning, why development is a core focus as a leader, and how to avoid disruption in your succession plan.
From the Sloan Management Review: Interactive: Learning and Leadership Models are Evolving in Today’s Digital Business Environment
“Findings from the 2018 MIT SMR/Deloitte Digital Global Study”
From Stephen J. Gill: Creating a Culture for Learning
“The culture that underpins a managing minds approach must support and encourage an ongoing and collective discovery, sharing, and appliÂcation of knowledge and skills at the individual, team, and organization levels. A culture that supports managing minds is a culture of inquiry; an environment in which people feel safe challenging the status quo, taking risks, and enhancing the quality of what they do for customers, themselves, shareholders, and other stakeholders. A company managing minds maintains a culture in which learning how to learn is valued and accepted, and the pursuit of learning is woven into the fabric of organiÂzational life.”
From Paul LaRue: Why Development Is A Core Focus As A Leader
“At the core of every action, goal, and metric attained in any company is the need to having your people learn as much as they can. This only strengthens the foundation of your organization and builds more connected, committed, and long-term engagement in your workforce.”
From Darleen DeRosa: How to Avoid Disruption in Your Succession Plan
“Public company CEOs have an average tenure of five years. This is a result of activist engagement, technology disruption, and shifts in strategic direction. Even companies like GE, who were once renowned for having robust succession planning for executive positions, have now been forced to address gaps caused by unexpected succession events.”
