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 leadership development and cultural fit, leadership development mistakes, and learning and leadership development.
From Darleen DeRosa: 3 Ways Hiring for Cultural Fit Hurts Your Company
“However, it is possible for companies to focus too much on cultural fit to their detriment. Here are three instances when a company’s desire for cultural fit can be taken too far.”
From Shawn Doyle: Massive Mistakes Companies Make About Leadership Development
“As a speaker and a consultant, I travel all over the country facilitating leadership development programs. One of the first questions I ask in my program is, ‘how many people have reported to a bad manager in their career?’ Unfortunately (and I would even argue predictably) usually about 90 percent of the people in the room raise their hand. Why is that? Because I believe that most companies make massive mistakes when it comes to how they handle leadership development in their organizations. I see it at every size company, in the world of nonprofit and in government agencies. Here are the biggest mistakes I see companies make and how to solve them.”
From Stephen J. Gill: Leaders Learning about Learning
“Recently, I conducted a workshop for the leadership team of a company that wants to increase the impact of its training programs. I explained the limitations of formal training and the need for taking an organizational learning perspective. I argued that in order for any kind of learning intervention (training, coaching, mentoring, action learning, etc.) to have a positive impact on achieving the organization’s goals, managers had to take an active role in supporting learning. This message was well received by these senior leaders. They immediately understood the vital role they play in developing individuals, teams, and the organization as a whole. They wanted to know specifically what they could do to facilitate learning. I suggested the 5As Framework as a place to start. This is a useful model for ensuring that, regardless of the , learning intervention, they will achieve performance improvement and organizational success.”
Wally’s Comment: The above is Stephen J. Gill’s original post. Below is a response to it.
From Bernard Donkerbrook: A Manager’s View of Employee Learning
“I rarely post a guest blog, but in this case I couldn’t resist posting Bernard Donkerbrook’s reaction to my last blog post. Bernie is a long-time automotive company manager and experienced engineer. Having retired from the auto industry, he is now an executive coach focused on improving Emotional Intelligence (EQ) in leaders. I have tremendous respect for Bernie’s wisdom and insights that come from years of experience. Bernie wrote this in response to my last blog post:”
