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 developing a program, the who’s who of corporate leadership development, professionalizing leadership development and the support and training managers need.
From Rodney Apple: Advance Your Top Talent Through a Supply Chain Leadership Program
“According to DHL’s recent report, 58% of companies have a hard time finding employees with both operational experience and soft skills. As baby boomers continue to retire in droves, it’s imperative for organizations to take steps to create more robust talent pipelines, as today’s supply chain leaders need to be able to to think multidimensional. One way to do so is through creating a Supply Chain Leadership Development Program (LDP).”
From Sriram Padmanabhan: The Who’s Who of Corporate Development
“What an organization’s leadership development solution looks like depends on a ‘who’ — that is, who has been tasked with designing, buying, building or implementing it.”
From Barbara Kellerman: Professionalizing leadership
“Learning to lead – like learning to practice any profession – should consist of a certain sequence in a certain order. Like doctors and lawyers, and for that matter like preachers and teachers and truck drivers and hairdressers, leaders should first be educated, then trained, and then developed. Previously we have addressed leadership education and training. What finally is meant by leadership development? How are leaders developed – as opposed to educated or trained?”
From Shelly Wallace Johnson: Seven Types of Support and Training Managers Need
“The first step is to find out where the issues lie and conduct a training needs analysis. Creating a survey for anonymous answers from all employees is a great start. Employees feel a better sense of security and less likely to be retaliated against when it is anonymous. By asking employees where they feel management is lacking you receive a better picture of areas where training might be beneficial. Typically the top seven areas for manager training are:”
