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 “pop up†leadership development, what’s missing in leadership development programs, developing ambidextrous leaders, and looking beyond the resume when you recruit.
From Julie Winkle Giulioni: “Pop-upsâ€: A Promising Model for Development
“Too frequently, development is treated like the businesses in which it operates. Managers have fixed times and places where coaching and mentoring occur. Individual development-planning sessions and performance reviews are scheduled for the same time each year. Development conversations are relegated to formal spaces like offices and conference rooms.”
From Rick Lepsinger: What’s Missing in Leadership Development Programs Today?
“In many organizations, there is a lack of energy and excitement about ‘leadership development’ and training in general. This leads to a lack of focus and engagement that can reduce the ROI that companies see from leadership development programs. The cause, we believe, is that a few elements are missing from these programs; guidelines and best practices that, if present, can help companies ensure that their development programs are engaging and valuable to their employees”
From Jack Zenger: The Rewards Of Being An Ambidextrous Leader
“Many leaders take the advice of their managers and focus their leadership efforts on driving for results. But are leaders who are more effective at delivering results better leaders than those who are highly competent in building positive relationships? If we look at behavior, almost as many leaders were emphasizing building relationships as there were emphasizing results.”
From Ellen McGirt: How Your Life Experience Could Help You Land a Great Job
“growing numbers of employers and talent scouts are considering signs of potential that standard credentials don’t capture—and that transcend lines of race, income, and class. As Geoff Colvin notes in this issue (see ‘How to Profit from the Ultra-Tight Job Market Right Now’), they’re increasingly skeptical of educational attainment as a proxy for performance. They’re looking for accomplishments that fall outside conventional rubrics: ‘maker’ portfolios of designs and inventions; entrepreneurial achievements; a rich volunteer life; and, more broadly, an ability to creatively manage the sometimes-difficult elements of the life they were born into.”
