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 gap analysis, the gap between leadership development and the rest of the business, the great training robbery, and GE does away with performance appraisal.
From Jean Brittain Leslie: How to Identify Leadership Limitations Through a Gap Analysis
“A Center for Creative Leadership leadership gap analysis of 2,339 managers found the six key skill sets that are among the weakest for current leaders are the most important skills leaders will need for future organizational success.”
From Ray Carvey: Closing the Gap Between L&D and the Rest of the Business
“But what actions are L&D teams really taking to develop their leaders? And more importantly, are those actions in line with what the rest of the business thinks it needs to move the needle? To find out, we recently surveyed managers from companies around the globe. Our respondents were a near-even mix of business line managers and learning and development (L&D) professionals, primarily in companies with more than 10,000 employees. What they told us didn’t fully surprise us, but the findings underscore some of the biggest challenges facing L&D teams – and what they need to do to change them.”
From Roberta Holland: Who is to Blame for ‘The Great Training Robbery’?
“Training and development should be nested in a larger organizational change driven by the senior team. Changes in the way people are organized and managed—the roles, responsibilities, and relationships—must be made first. Helping individuals and teams to learn how to enact new roles through real time in-vivo coaching is the most effective next intervention. That allows employees to become more effective in their new roles and creates the motivation and readiness to learn from knowledge and skill training that they can now enact.”
Wally’s Comment: The comments on this piece are excellent. You should also check out Stephen Gill’s post “The Great Training Robbery Continues.”
From Rachel Emma Silverman: GE Does Away With Employee Ratings
“Chief Executive Jeffrey Immelt is undertaking a bid to refocus on the company’s core industrial business. To spur these efforts, GE has spent the past few years reimagining the way its 310,000 employees work, placing new emphasis on experimentation and risk-taking. A new performance-management system asks employees and managers to exchange frequent feedback via a mobile app called PD@GE, in person or by phone. The messages are compiled into a performance summary at the end of the year.”
