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 high potential notification guidelines, drawing in Millennials with training, five things leaders need to know about developing employees, and why talent analytics must be a part of your talent strategy.
From Dan McCarthy: High Potential Notification Guidelines
“However, for those companies that have high-potential programs, nearly two-thirds (63 percent) do not tell employees that they are part of the high-potential pool, and nearly half (46 percent) say the criteria for being selected into the pool is not transparent or only transparent to those who ask.”
From Len Boselovic: Manufacturers draw in millennials with new training approach
“Finding millennials who are interested in manufacturing and have the aptitude for it are two challenges facing Western Pennsylvania manufacturers trying to replace retiring baby boomers. But there’s another: teaching millennials once they find them.”
From Tim Sackett: 5 Things Leaders Need To Know About Developing Employees
“I think we try and deliver a message in organizations that all employees need and want to be developed. This is a lie. Many of our employees do want and need development. Some don’t need it, they’re better than you. Some don’t want it, just give me my check. Too many of our leaders truly believe they can develop and make their employees better than they already are. This is a lot tougher than it sounds, and something most leaders actually fail at moving the needle on.”
From Frank Moreno: Here’s Why Talent Analytics Must Be a Part of Your Talent Strategy
“Anyone who has experience with recruiting and hiring talent of late understands that talent acquisition is as much a science as it is an art. The exciting potential behind talent analytics is that it has fueled the science side of power recruiting and hiring – using data, metrics and analytics to understand who you should be sourcing and from where, for example, instead of making decisions solely on gut instinct.”
