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 fail, what undermines career development satisfaction, why CEOs should “know their talent,” and how learning can help you win the war for talent.
From Gregory LeStage: Why Leadership Development Programs Fail: It’s Not What You Think
“McKinsey recently made a case for why leadership programs often fail. Unfortunately, too many organizations would corroborate this case. Yet legions of leadership development professionals are still grinding out solutions and those very organizations are still spending what amounts to billions on them. Both providers and buyers are locked in a costly cycle of ineffectiveness and dissatisfaction. Of course, the effective and satisfied are out there. There are just too few of them. How do we address this? We need to reframe and revalue – not devalue – leadership development programs in order to tap their intrinsic value.”
From Julie Winkle Giulioni: The Pernicious 4Ps that Undermine Career Development Satisfaction
“Career development consistently appears at the bottom of most organizations’ climate and engagement surveys. Employees routinely express their displeasure with the options, possibilities, and moves available to them… as well as the organization’s overall commitment to their growth. And managers are no happier. They lament the time they must find – generally deep into their nights and weekends – to support the development of those who report to them.”
From Stacy Feiner: CEOs: Know Your Talent as Well as You Know Your Numbers
“There is a huge risk for CEOs who don’t have accurate and reliable talent data at their fingertips, and inevitably, the consequences show up in the numbers.”
From Mike Ettling: Mind the (Talent) Gap: How Learning Can Help You Win the War for Talent
“In a perfect business, when an employee resigns, or is poached by a competitor – don’t kid yourself, with the tools available to recruiters today, passive candidates are quickly turned into hot prospects – or retires, you have identified a successor who is ready, or close to ready to step up. In reality, even knowing we all need good succession plans, we don’t have them. So we look outside.”
