Group items tagged

"Organizational development is successful when it is seen as a business necessity and not just another department within an organization,"

Good infromation on principles for leadship development.

The principles are good reminders for leaders.

I agree, the reminders are good for basic principles in leadership development.

Interesting article... Training focuses on best practices, while development focuses on next practices. Training is often a rote, one directional, one dimensional, one size fits all, authoritarian process that imposes static, outdated information on people. The majority of training takes place within a monologue (lecture/presentation) rather than a dialog

The trends discussed in this interview are ones I have noticed in my organization; vertical development, innovation, group versus individual, and greater emphasis on development being owned by the individual.

Top companies like GE say identifying talented leaders early on, and placing them in stretch assignments, often before they think they're ready is an approach that works for them to support their growth strategies

More companies should follow similar formats when developing leaders.

This is a good article describing the changes in the skills needed for leaders. Business is more complex and adaptive thinking abilities are needed. It speaks to why vertical development is needed

Nice to know that Macy's is invested in their management development practices.

Ten years after publishing its research on the War for Talent, McKinsey produced follow-on work reemphasizing the need to make talent a strategic priority. Despite launching expensive programs to attract and retain talented employees, many senior executives remain frustrated with the results and admit their own failure

Good solid basic principles of walking the walk and talking the talk to create a culture of development.

A long read but worthwhile. 

Increasingly, organizations turn to strategies that involve developing business leaders as talent leaders - making them the critical connective tissue between talent strategy and business execution.

Good ideas for starting an onboarding plan and ideas to being. Will come in use as I develop a plan

Callie - good article - onboarding should start with the first click - I was reviewing my company's website today and for the career section, it's down until the 10th, not a good sign for those seeking opportunities with FFIC.

Learning is a lifelong process. If we didn't learn from our mistakes, then we should be relieved as leaders.

Companies are seeing the value of coaching and developing their CEOs. It is interesting to me that for as long as can be remembered, the Military continually develops its Generals. Its great to see that the civilian sector is looking to do the same.

Should we or shouldn't we? 

I found this to be a thought provoking article which seems to perfectly illustrate everything that can go bad with a performance review. I liked the practical approach to encourage open relationship which can provide the honest feedback we each need to address our self-improvement barriers.

Short youtube clip about the future of OD.

The comment made about everything is changing and being sensitive to how those changes are affecting you and others you lead is critical.

Having a career model that is closely tied to business needs can not only enhance retention, but also facilitate the development of professionals to support critical areas that are in danger of being understaffed.

Although this video contains the word adolescent in the title the speaker makes a case for cognitive development into the thirties which is really interesting as we deal with younger workers and trying to identify potential.

I agree, good information on younger employees and indentify how they can contribute more fully to an organization.

Interesting and helpful having teenager in the house but great insight into working with "younger" employees.

Gallup's strengths-based development programs help you identify your natural abilities for providing near-perfect performances in specific activities, and then provides you with the latest discoveries and strategies for applying your strengths.

Good book - have read it and applied the findings.

I like number 3 the best....it takes more than just the HR department to develop a successful succession plan.

All 5 are important but number 2 stands out to me because often some of the best talent is not recognized but leaders.

I think 3 and 5 go hand-in-hand. Good basic information.