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 CEO succession, spotting leadership potential, leadership development coaching, and improving your leadership development pipeline.
From Deborah Rubin: CEO Succession: The Hidden Costs of Shortcuts
“At RHR, we strongly believe that a critical step in the CEO succession process is to ensure alignment among the board members regarding the company’s strategy and what this future path will require in terms of the specific experience and talents in the next CEO. Ideally this is done in partnership with the current CEO, but it is ultimately the board’s responsibility. This process requires time, candor, and the willingness to surface conflicting agendas, perspectives, and risk tolerances. Not all boards take this step, and not all of their successions go awry. But, sometimes they do.”
From Refresh Leadership: 5 Employee Characteristics That Show Future Leadership Potential
“The next generation of company leaders may already work within your ranks. In today’s competitive job market, developing talent from within is more important than ever, so it’s imperative to keep on the lookout for current employees who show signs of future leadership potential.”
From Lolly Daskal: Why Your Emerging Leaders Need Coaching
“Recently I gave a keynote at a company, and while I was there I overheard one of the senior leadership team members say he didn’t believe in coaching and that nurturing emerging leaders isn’t important to leadership development.”
From Julie Winkle Giulioni: 4 mindsets needed for a better talent pipeline
“It’s an unfortunate reality, however, that the pipes we’re most familiar with — the plumbing that delivers water to our homes — operate differently than organizational talent pipelines. Whereas water begins flowing upon demand, great employees don’t rush into the building as soon as a key position becomes available.”
