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 employee learning impacts the organization, learning is everywhere, leadership coaching and invisible change, and why every hire should be a leadership hire.
From Wharton: How Employee Learning Impacts the Organization
“Sending employees to work on a project with a joint partner is a convenient and efficient way for companies to glean outside knowledge and learn new ways of conducting business. But it’s not that simple. Employees who are chosen to work on these projects often have to learn under very unfamiliar conditions, and they must figure out how to integrate that new information into the existing framework of the company. In her paper, ‘Organizational Learning through Alliance Secondments: Managing the Spin-Out, Spin-In Paradox in Cross-Sector Partnerships,’ Wharton management professor Aline Gatignon examines organizational learning and how both employees and managers can smooth out the transitions that come with intellectual growth. An edited transcript of the conversation appears below.”
From Wayne Turmel: Learning is everywhere
“Whether you are sitting out in the provinces or in a cube at HQ, one thing is certain: what you know now is good for now, but might be completely outdated by tomorrow. This means there’s a constant need to learn new skills and get information quickly. This creates a challenge for people as well as the organizations they work for. Who is responsible for deciding what information is relevant? What’s mission critical, and what is ‘nice to know’? More importantly, who pays for that development?”
From Ian Day: Leadership coaching and invisible change
“In an article in the September 2015 edition of the International Coaching Psychology Review, business psychologist Doug MacKie describes the perceived impact of coaching assessed using 360-degree feedback before and after coaching. The results found a significant difference in perceived transformational leadership behaviour after coaching. But this difference was assessed differently depending on the level of rater within the organisation.”
From Robert Cordray: Why Every Hire Should Be A Leadership Hire
“Many leadership qualities are apparent right from the first interview. If your candidate is articulate, shows evidence of being a good networker, displays critical thinking ability, and looks the part, you may have a winner on your hands. Onboarding the right person from the beginning will save you time in orientation and training. It also helps make sure they can be effective in the job. If you have plenty of good talent in your stable, succession planning becomes much easier and you will usually have a good candidate when a leadership position comes open. Here are some tips to help you hire that future leader.”
