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 preparing hi-pos for promotion, ensuring that new managers have the skills they need, CEOs speak out on leadership development, and making training irresistible.
From Darleen DeRosa: How to Prepare Your High-Potential Employees for Promotion
“Organizations invest substantial time and resources into identifying high-potential employees who are well-suited for leadership positions. But finding these candidates through leadership assessment is only the first step in a longer succession planning process. By taking steps to help these employees build the necessary skills and expertise they will need in the future, companies can minimize the disruptive effects of promotion and succession planning situations.”
From Noah Zandan: How to Ensure New Managers Have the Skills They Need to Lead & Succeed
“As a result of this failure to train young leaders, research from CEB has found that 60 percent of new managers underperform in their first few years. Those who survive, according to HBS professor Linda Hill, may end up with negative leadership habits that haunt them throughout their careers”
From Dale Buss: CEO Voices: Building Better Leaders In 2019
“In a corporate world with ever-shrinking tenures for CEOs, developing other leaders in the organization is an imperative for prosperity for tomorrow as well as success for today. Smart chiefs recognize its importance: Leadership development is one of the top 10 issues on the plate of company leaders today, according to a CEO Roundtable study.”
From Julie Winkle Giulioni: Make Training Irresistible and Watch Performance Soar
“Research consistently confirms that what a manager does before and after training programs has the greatest effect on learning and its move from the classroom to on-the-job performance. Yet, most L&D professionals would probably say they struggle to gain the support they need to optimize the return on their efforts and the organization’s investment. Said another way: many training projects are bound to fade into obscurity unless some crucial steps are taken before and after training.”
