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 talent management and succession planning, individual development plans from two perspectives, and leadership birth rate.
From Sean Little: Talent Management And Succession Planning in the Age of Millennials
“Although the definition varies, millennials (also known as Generation Y) are typically considered to be those people who reached legal age around the turn of the 21st century. Currently, millennials comprise approximately 33 percent of the global work force, and estimates from the BPW Foundation project that by 2025, that number will increase to 75 percent. In short, millennials are the future of your business, and they must be managed effectively — and included in your succession planning.”
From Kris Dunn: LEADERSHIP BIRTH RATE – Who’s the Best at Developing Future Leaders?
“In the webinar, we covered a lot of the tired metrics I listed above – then, to quote the street smart Will Smith (remember him?), we started getting jiggy with it. Tim had a new one that I loved – Leadership Birth Rate. The slide on this one appears below. Take a look (email subscribers enable pictures or click through to see it).”
Here is Dan McCarthy’s description of an Individual Leadership Development Plan.
After the description there are pointers to two of Dan’s posts about Individual Development Plans from different perspectives.
“An individual development plan (IDP) is a tool that helps facilitate employee development. The benefits of IDPs are:
- They are a commitment between the employee and manager on what the employee is going to do to grow and what the manager will do to support the employee
- They are a catalyst for dialog and idea sharing
- When something is put in writing, it’s more likely to get done
- They provide a framework for how to develop”
The Individual Development Plan and Discussion: The Employee’s Viewpoint
The Individual Development Plan and Discussion: The Manager’s Viewpoint
