My Two Cents on Leadership Development

Posted by Drew Stevens on August 2, 2010

0 comments | 534 reads

Today’s Wall Street Journal has an interesting article concerning Leadership Development. (http://bit.ly/bUbmYc) Fearing a shortage of managers, organizations are now returning to leadership development. With the risks of retirement, and those that will move as job opportunities prevail, organizations will spend more to help increase management effectiveness.

I have said it before on this and other forums. First leadership development must be based on a continuum not as individual events. Leadership is a process not an event. This includes on boarding, coaching, mentorship and then periodic training.

More importantly development will not occur unless you have the right people. Talent is innate and organizations must refrain from hiring “bodies” and employing those with skills and abilities. This is where succession planning is crucial. Proper succession leads to less training and development since the organizational culture encompasses leadership development.

Finally, to gain proper performance, key performance indicators should be established. People will succeed (or not) when they are held accountable.

Republished with author's permission from original post by Drew Stevens.

Drew Stevens

Drew J. Stevens Ph.D. (Dr. Drew) is the author of Split Second Selling and the soon to be released Ultimate Business Bible and six other business books on sales, customer loyalty, self mastery and business development solutions. Drew helps organizations to dramatically accelerate revenue and outstrip the competition. He conducts over 4 international keynotes, seminars and workshops per year.

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