Every week, I review blogs that cover talent development to find the very best talent development posts. This week, you’ll find pointers to pieces about women in the C-suite, who can attend leadership development training, talent development for new hires, reflections of a seasoned coach, and pushing HR to the edges (of the organization).
From Bersin and Associates: Women In the C-Suite – Still Rare, Yet Highly Rewarding
“More and more, high-impact organizations are ensuring that their leadership development strategy is evolving to include a plan for placing women in leadership roles. “Women in leadership roles†is a topic ringing of the past – often referred to as “the glass ceiling effectâ€; yet I can’t pick up a trade journal, attend a conference, or speak to an industry guru today without the discussion arising again.”
Wally’s Comment: Barb Arth reviews the good news and the bad news from the US and elsewhere.
From John Hollon: Leadership Development: 10% of Organizations Offer it to Everyone
“The American Management Association (AMA), in association with the Institute for Corporate Productivity (i4cp), asked nearly 1,000 global organizations this question in their 2010 AMA/i4cp Developing Successful Global Leaders Study: What level of employee in your organization participates in your most high-profile leadership development programs? (select all that apply). Here are the surprising results”
Wally’s Comment: John Hollon uses the results of an AMA/i4cp survey as a springboard for discussing what leadership development programs are available to people not identified as “high potential.”
From Theresa M. Welbourne: Going Beyond the Traditional: New Hire Talent Management Insights
“With the economy improving, there are pockets of employers hiring again. In order to help organizations assure their new employees are productive quickly, this installment of “From the Energy Files†tells a story about research focused on new hire energy in the first few months of employment.”
Wally’s Comment: The first weeks and months of time with your company are critical. Here’s some research about new hires and “energy levels.”
From Scott Eblin: Ten Years On: Semi-random Reflections from a Decade of Coaching
“Ten years ago today, December 1, 2000, my wife and I started our business, The Eblin Group. In a commencement speech at Stanford a few years ago, Steve Jobs made the point that you can never connect the dots prospectively. You can only connect them retrospectively. It’s only by looking back that we see how things developed and how one thing led to another. A ten year anniversary seems like a good time to look back.”
Wally’s Comment: Scott Eblin is a well respected coach and blogger. In this post, he reflects on what he’s learned from ten years of his coaching business.
From HR Examiner: Pushing HR to the Edges by Paul Hebert
“In order for HR to be effective in the future their current responsibilities need to be pushed out of HR and moved to the fringes of the organizations. What we currently call HR needs to be a distributed function – not centralized. Most (if not all) of the items on a typical HR practitioner’s to-do list can, and should be handled by the managers who are furthest from the hub of the organization and closest to the action.”
Wally’s Comment: Over the years I’ve been in business many things that line managers used to do have slowly moved into the HR department. Some of that’s good and some of that isn’t. Paul Hebert advocates moving many functions back to the edge of the organization so that you can do more real, important, and strategic HR work.
