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 succession planning and coaching.
From Holly Teska: Does Group Executive Coaching Work?
“Many organizations find that group executive coaching is a powerful and effective strategy for employee learning and leadership development. What’s more, it can take place in a virtual environment, making it attractive from a convenience and cost perspective. Some even feel it can produce quicker results.”
From Michael Bungay Stanier: Aligning Coaching with Strategic Priorities
“In theory, coaching can be a powerful way to shift behaviour, increase engagement, enhance thinking and generally make a difference to the way people do business and the way businesses can succeed. But it may not be working.”
From Les Hayman: How to Identify a Future Leader
“I have found that most companies today have actually implemented some form of succession planning process, and yet I have found very few which have one that actually achieves what one would expect, being an easy, well-structured handover to a planned, ready successor. Many companies treat succession planning as a ‘tick-in-the-box-done-that-so-it’s-out-of-the-way’ chore for management, and the vast majority of organisations will still tend to go outside to fill vacancies for senior level appointments. The excuse is that the organisation will benefit from ‘new blood’ and hence new ideas.”
From Julie Winkle Giulioni: How Well-Populated is Your Pipeline?
“Best-in-class organizations enjoy a steady stream of talent, being grown and developed in the wings. With this kind of robust pipeline, transitions occur with ease, the negative effect of unexpected occurrences and surprises are mitigated, engagement grows, and high levels of performance can be sustained.”
