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 why leadership development programs aren’t producing enough leaders, how to know if you’re clueless about talent, managers with a high opinion of themselves, and forces for and against effective leadership development.
From Human Resources Online: Why companies are not producing enough leaders
“While investment in leadership development has grown by 10% since 2015, progress has been uneven. In fact, more than one in five companies (21%) have no leadership programs at all. To thrive in the new organisation model, companies need to raise the bar in terms of rigor, evidence, and more structured and scientific approaches to identifying, assessing, and developing leaders, and that this process needs to start earlier in leaders’ careers.”
From Liz Ryan: Five Signs Your Company Is Clueless About Talent
“The sad thing is that lots of companies that drone on and on about Talent in their recruiting brochures and their annual reports have no understanding of what it means to value talent. If a company truly cares about snagging and keeping great people, it is easy to show it, but many or most employers, especially large ones, don’t do it.”
From Jo Faragher: Managers have higher opinion of themselves than their teams have
“Managers rank their own performance more highly than their direct reports, a survey by HR consultancy Penna has revealed.”
From Stephen J. Gill: Force Field Analysis of Organizational Learning
“A force-field analysis helps us with a problem by modeling the factors that drive people toward achieving a particular change (i.e., learning) and the factors that block people from achieving that change. The table below lists forces that commonly drive learning in organizations and the factors that block learning in organizations.”
