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 the difference between good leaders and great ones, what science tells us about leadership potential, integrating coaching into your leadership development program, and why you shouldn’t use a competency-based model in your leadership development program.
From James R. Bailey: The Difference Between Good Leaders and Great Ones
“That anyone can develop as a leader is not in question. What I dispute is the stubborn resolve that great and good are points along the same stream. That just isn’t so. Great leadership and good leadership have distinctly different characteristics and paths. Leadership is not one-dimensional. It can be great and good, or one but not the other, or neither.”
From Tomas Chamorro-Premuzic: What Science Tells Us About Leadership Potential
“What do we really know about the measurement of leadership potential? Here are some critical findings:”
From Renee Robertson: Five Steps to Integrating Coaching into your Talent Management Strategy
“Coaching means many things to many people. Many times a certain technique that is referred to as ‘coaching,’ isn’t really coaching at all; it’s actually counseling or feedback.”
From Mike Myatt: Why Corporations Have a Talent Problem
“When organizations’ hire, develop, and promote leaders using a competency-based model, they’re unwittingly incubating failure and obsolescence. Nothing fractures corporate culture faster, and eviscerates talent development efforts more rapidly, than rewarding the wrong people for the wrong reasons. Don’t reward technical competency – reward aggregate contribution.”
