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 performance ranking, learning, creating a talent pipeline, and retaining your talent.
From Bob Rogers: Performance Rankings are Immoral
“Attempting to capture an individual’s performance over a business cycle with one word or one number is dishonest at best. Labels that use single words or numbers may uplift a few, yet demoralize almost everyone who didn’t get the highest rating.”
From David Grebow: The Learning Curve and The Pivot Point
“When Stephen Gill and I were researching and writing our latest book, Only Smart Companies Win, about what it means to create and work in a ‘Learning Culture’, we tried to imagine what it would mean to develop training programs in that culture.”
From Sean Pomeroy: 5 Things to Remember When Creating a Talent Pipeline
“It’s difficult to sustain talent long enough to determine if they are able to develop into future leaders. It’s an even more taxing endeavor when there’s not enough talent to fill your company in the first place. But once you’ve got the talent you need for right now, you need to start hiring for tomorrow. It might seem like a lot of work at the moment, but you’ll be happy you developed your talent pipeline later when you need new leaders. These are 5 things you need to remember when creating a talent pipeline:”
From David Uhl: Seven Tips for Retaining Your Talent
“Attracting and keeping your best performers continues to be not only a smart business decision but a very strategic one that all companies invest in. While some believe attracting talent is the first hurdle, nothing is more crucial than retaining the top performers already engaged in your organization. Here are seven tips for ensuring that your top talent not only sticks around, but also continues to deliver discretionary effort, day in and day out.”
