The short answer is “Yes, but . . . “. The “but” being that most of the leadership development I come across does not achieve any kind of meaningful business impact. The long answer is, “Yes, if the development is properly designed around evidenced-based practices”. So...
Read More >As many of my clients look ahead to the tsunami of leaders that will be leaving their organizations in the coming years, a big question I often get asked is, ‘Where do we start?” My clichéd answer is, “At the top!” However, I don’t just mean that...
Read More >Depending on the decade, there seems to be widely divergent definitions of leadership development. Based on the research and my experience in what works in this new millennium, I define Leadership Development as a deliberate and systematic process to: Identify critical leadership competencies, Identify pools...
Read More >A colleague recounted a perspective from an HR client that said they didn’t think that companies neither needed to assess their leadership talent nor do formal succession planning. Instead, the HR functionary believed that good leaders just “naturally bubble to the surface.” My colleague and...
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