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 peer coaching, promoting leaders, your high potential program, and ten ways to take charge of your leadership development.
From Dr. Robert M. Fulmer and John E. Brock: Developing Peer Coaching: 10 Suggestions for Success
“Okay! ‘Suggestions’ isn’t quite as strong as ‘Commandments’ for a title. While we have research-based data to support our conclusions, we do lack divine, mountain-top revelation or tablets of stone. Still, peer coaching is clearly an emerging strategy used to develop leaders and establish a coaching culture in organizations—especially in high tech firms.[1] A peer-coaching relationship can be less expensive than professional executive coaching, often is more intimate and honest when compared to a boss-subordinate relationship, and provides a more diverse perspective to issues and needs. It also places coaching at a collegial level and builds coaching skills as part of a developmental experience.”
From Ginger Christ: Promote to Find Leaders, Not as a Reward
“Being great at doing the work doesn’t necessarily translate into being great at leading workers, Derek Brown, lead web developer and manager at LinkedIn, writes in a recent post on LinkedIn.”
From Jacques Quinio: What High Potential Profiles Can Reveal About Your Leadership Culture
“High potential programs bring value to the individual participants, by helping them reflect on their leadership strengths and areas for development. Such programs impact all the teams and communities the participant works with, and have a positive impact on the efficiency of the participants in their current or future role.”
From Dan McCarthy: 10 ways to take charge of your leadership development
“When I started in the field of leadership development (when gas was 89 cents a gallon), the model we used looking like this:”
