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 ways that industry veterans drive execution, why managers should spend more time on coaching, improving leadership by improving your hiring, and how leadership development is not delivering ROI.
From Stu Crandell, J. Evelyn Orr and Lalitha Urs: Industry veterans show more skill at driving execution
“Executives with longer tenures in the same industry are more likely to be skilled at driving execution compared with those who have jumped between industries, Korn Ferry research shows. At the same time, it helps to have changed companies within that industry too. Executives who worked in multiple organizations within a single industry had what appears to be a potent combination: a depth of industry knowledge, and practice driving execution under a variety of conditions and challenges. Driving execution is a crucial competency that relies on awareness and appropriate deployment of key strengths, with industry veterans excelling at two of these: balancing short- and long-term goals, and establishing accountability.”
From Joseph R. Weintraub and James M. Hunt: 4 Reasons Managers Should Spend More Time on Coaching
“There are managers who coach and managers who don’t. Leaders in the latter category are not necessarily bad managers, but they are neglecting an effective tool to develop talent. We’ve been researching managers who coach and what distinguishes them. What has stood out in our interviews with hundreds of managers who do coach their direct reports is their mindset: They believe in the value of coaching, and they think about their role as a manager in a way that makes coaching a natural part of their managerial toolkit. These are not professional coaches. They are line and staff leaders who manage a group of individuals, and they are busy, hard-working people. So why do they so readily give coaching an important place in their schedule? Here are four reasons.”
From Mark Busine: All the Training in the World Won’t Make Up for a Bad Hire
“If you had a dollar to invest in selection or development where would you put your money? While the likely response is ‘’it depends’’, research and experience, continues to strengthen the view that effective development is not a substitute for poor hiring decisions.”
From Jenny Roper: Developing leaders not delivering ROI
“Organisations are spending more on leadership development than ever before, yet a CRF report has found the results may not justify the means.”
