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 execution as a key executive skill, ascending to the C-Suite, the role of people analytics, and career development conversations.
From Stu Crandell, J. Evelyn Orr and Lalitha Urs: CEO Insights: Ready to drive execution
“Execution—not just having a plan, but carrying it out—is what separates businesses that prosper in hard times from those that go under. The ability to drive execution is thus essential to every CEO’s repertoire. As a measurable competency, driving execution comprises three core skills: establishing accountability for hitting business targets; tracking progress on key metrics; and balancing long-term strategic objectives with short-term tactical goals.”
From McKinsey: Ascending to the C-suite
“A new survey finds that executives who move effectively into the C-suite are communicating priorities, valuing their teams, spending time on culture, and understanding their unique leadership role.”
From Wharton: Can People Analytics Help Firms Manage People Better?
“How an organization makes its people-related decisions has a huge impact on its success or failure. But traditionally, these decisions have largely been based on intuition and biases and therefore have been prone to error. But now, companies are starting to use data and sophisticated analysis in issues such as recruiting, compensation and performance evaluation because they believe it can help in better decision making.”
From Tim Roche: Root Canal or Career Conversation?
“I believe it’s because they don’t recognize the role that career development plays in employee engagement – nor do they understand how challenging it can be for managers to have career conversations with their reports. Our research shows that organisations that provide career development opportunities are six times more likely to engage their employees than organisations that fail to do so.”
