Group items tagged

Control is a mirage. The most effective leaders right now--men and women--are those who embrace traits once considered feminine: Empathy. Vulnerability. Humility. Inclusiveness. Generosity. Balance. Patience.

I like the point of seeking more diverse perspectives from all avenues for leaders to gain a greater knowledge of their enviornment.

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.

Several articles regarding leadership and policing.- Millennials, developing police leaders, training replacements, poor morale

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.

2013 looks to be a year of global growth, but for HR and talent leaders, it will likely continue to present challenges. Still a relevant article as we go into 2015!

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

Sturdy doctrinal foundations are the key.

Succession planning is a means for an organization to ensure its continued effective performance through leadership continuity. For an organization to plan for the replacement of key leaders, potential leaders must first be identified and prepared to take on those roles. It is not enough to select people in the organization who seem "right" for the job.

The involvement of the Board of Directors is critical when creating succession plans for C-suite roles. The Board has a responsibility to make sure the organization has an employee who is ready and have had time to experience or "shadow" those who are in the roles one might succeed.

The easier it is for leaders to engage in talent management, the more likely it is to succeed.

Succession planning and replacement planning are both strategies that are incredibly important to the lifeline of any organization. However, these two processes are often confused, even by senior organizational leaders.

Week 2 related

Good article to remind one what to look for in employees and self. One of the aspects of the behavioral interview for leadership in my organization focuses on servant leadership questions. It is hard to leaders others when "what's in it for me" is the primary focus.

Hi Jen, I love this article! Though it's the hard truth that many times we see people promoted over us that do not display this characteristics. However, when I think about the best leaders or the people I would pick to work with in a team, they definitely display these characteristics.

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.

This is a repeat from a previous class but I still like the way Simon explains a few things specifically the WHY question.   Apply the why to your mission at home, work, where ever and see if new results occur!

I liked this video. He presented at a leadership conference I went to last year. It was very good.

The term performance management often strikes fear in the hearts of supervisors and employees alike.

Having the right leader in place who sees that performance management is an ever evolving piece of the puzzle is the key to empowering employees to deliver their fullest potential.

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

Knowing and communicating the plan is essential to mission accomplishment.

Talent Management Strategy to Create a Higher-Performing Workforce

Simple and direct information - we both selected the same article - great minds!

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.