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 leadership development in the age of career disruption, organizational changes in the future, helping new managers succeed, and leadership development at AT&T.
From Antoine Tirard and Claire Lyell: Talent Management for the Age of Career Disruption
“Most companies are shooting themselves in the foot in the ‘war for talent’. We discovered a serious misalignment between the priorities of employers and those of sought-after talents while researching our forthcoming book, Disrupt Your Career: How to Navigate Uncharted Career Transitions and Thrive. A study from Right Management shows that organisations that provide career development are six times more likely to engage their employees and four times less likely to lose workers. A 2015 LinkedIn survey showed that, when deciding whether to accept a final job offer, candidates considered career advancement as much as the financial and intellectual rewards of the role. Most employees say they would be more engaged at work if career discussions were more regular. But these discussions rarely happen.”
From Jesse Lyn Stoner: Career Mobility Forces Organizations of the Future to Transform
“Career mobility is the new way of the future. According to a 2012 Future Workplace Study, 91% of millennials expect to stay in a job for less than three years, and Fast Company reported a study pointing toward 4-year careers. But are today’s organizations prepared for this kind of career mobility?”
From Ted Bauer: The new manager problem: We’re all baboons
“When someone becomes a new manager — i.e. first promoted into a role where they have supervisory capacity over others — what are some of the biggest problems they face? Two jump out right away. (1) is that management is not intuitive to most people, meaning the skills that got you there (execution) are not the same skills you need when there (often softer skills). (2) is that we do a horrible job training most new managers, ranging from research about manager development (rooted in 1911) to the gap between first time as a new manager (30) and first average training (42), meaning a newborn would be in fifth-sixth grade before their dad was given any training on their job.”
From Bravetta Hassell: Learning on the Line: A Profile on John Palmer
“Previously, training was longer and more often than not it was instructor-led and not nearly as engaging. Today, training at AT&T exists in many forms.”
