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 smart strategies for supporting leadership development, how to coach more effectively, supercharging leadership development, and succession planning.
From the Forbes Human Resources Council: 14 Smart Strategies For Supporting Leadership Development At Every Level
“It’s crucial that organizations encourage and support leadership development at every stage of an employee’s career. Otherwise, your team will miss out on valuable opportunities to grow. According to Forbes Human Resources Council members, here’s how to encourage all employees to hone their leadership skills, regardless of their seniority level or title.”
From Julie Winkle Giulioni: See Something – Say Something
“Too frequently, leaders treat coaching as a discrete activity that they plan for, schedule, and conduct in a formal fashion. It becomes episodic—structured points in time when employees are shown focused attention during which they are encouraged to grow, stretch, and improve. The problem is that employees crave that attention all year long. And there are countless times during a normal workday when employees might be right on the verge of developmental or performance breakthroughs… if only someone were to offer an observation, question, or encouragement.”
From Bill Treasurer: Supercharging Leadership Development: Pitfalls to Avoid and Approaches that Don’t Work
“Throughout this series, we’ve discussed the things you should do to take your leadership development (LD) programs to the next level. But today we’re going to look at the other side of the equation—things you shouldn’t do. We’ll particularly focus on dispelling common misconceptions and plain bad advice for instilling leadership in your workforce that you’ve likely received in the past.”
From Darleen DeRosa: How To Avoid the Enormous Costs of Poor Succession Planning
“When it comes to identifying and developing future leaders, ignorance can be costly. Without a robust succession strategy in place, companies run the risk of spending valuable resources promoting leaders who turn out to be the wrong fit and must ultimately be replaced.”
