Companies Develop Leaders? 10 Ways to Know
Companies Develop Leaders? 10 Ways to Know
Here are ten things to evaluate when considering whether your company is actively working to develop leaders capable of stepping into positions at the highest level of the organization.
1. The leaders at your company are expected to devote considerable energy and at least 20% of their quality time to developing and mentoring leadership-candidates.
2. The leaders at your company are rewarded and recognized for identifying and developing other leaders.
3. Employees on a leadership development track aren’t kept waiting for job openings. They receive challenging new assignments as soon as they are ready…or even just before.
4. Performance evaluations are performed at least once a year. They weigh the circumstances under which the leader-candidate performed, not just the achievements.
5. Separate from annual performance appraisals, leaders’ talents are assessed in a precise, balanced, and complete fashion.
6. Supervisors regularly coach the leader-candidates on the one or two most important areas in which they need to improve, such as specific aspects of their business acumen or their communication skills.
7. HR ensures that all leaders are engaged in actively developing other leaders and plan their succession. There is an active process to help rising leaders and their supervisors find the right job fit.
8. Leaders collaborate to share their insights to determine how a leader-candidate may develop and where he/or she should go next.
9. The process for developing leaders is as rigorous and consistent as the process for developing revenues, margins, or customer relationships.
10. The most promising leaders are likely to receive more challenging assignments that may appear far beyond their demonstrated level of expertise.
Executives typically are older, more experienced employees in most companies. The growing gulf between them and their younger employees in technology skills, perceptions of hard work, and expectations of how a leader “appears” in a company is making it more difficult for those executives to identify leaders and provide them with opportunities for development. Senior management is fast closing in on retirement. It is more important than ever before that the development of the new generation of leaders becomes a strategic imperative.
Companies Develop Leaders 10 Ways to Know - To learn more about this author, visit Bill Gschwind's Website.
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Generation Y employees, the Millennials, rate salary as the fifth most important criteria when selecting an employee. Surprised? Would you be surprised to know that number one is what the company offers to the employee? Things like flex time and on-site day care are important to these new employees (notice that traditional benefits like health care don’t even top this list). Second most important, and the focus of this article, are the opportunities the company offers for career development.
Here are ten things to evaluate when considering whether your company is actively working to develop leaders capable of stepping into positions at the highest level of the organization.
1. The leaders at your company are expected to devote considerable energy and at least 20% of their quality time to developing and mentoring leadership-candidates.
2. The leaders at your company are rewarded and recognized for identifying and developing other leaders.
3. Employees on a leadership development track aren’t kept waiting for job openings. They receive challenging new assignments as soon as they are ready…or even just before.
4. Performance evaluations are performed at least once a year. They weigh the circumstances under which the leader-candidate performed, not just the achievements.
5. Separate from annual performance appraisals, leaders’ talents are assessed in a precise, balanced, and complete fashion.
6. Supervisors regularly coach the leader-candidates on the one or two most important areas in which they need to improve, such as specific aspects of their business acumen or their communication skills.
7. HR ensures that all leaders are engaged in actively developing other leaders and plan their succession. There is an active process to help rising leaders and their supervisors find the right job fit.
8. Leaders collaborate to share their insights to determine how a leader-candidate may develop and where he/or she should go next.
9. The process for developing leaders is as rigorous and consistent as the process for developing revenues, margins, or customer relationships.
10. The most promising leaders are likely to receive more challenging assignments that may appear far beyond their demonstrated level of expertise.
Executives typically are older, more experienced employees in most companies. The growing gulf between them and their younger employees in technology skills, perceptions of hard work, and expectations of how a leader “appears” in a company is making it more difficult for those executives to identify leaders and provide them with opportunities for development. Senior management is fast closing in on retirement. It is more important than ever before that the development of the new generation of leaders becomes a strategic imperative.
Companies Develop Leaders 10 Ways to Know - To learn more about this author, visit Bill Gschwind's Website.
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John PowerJohn Power, founder of Biltmore Franchise Consulting, has extensive experience developing and marketing franchises and business opportunities. He has been in and around franchising for over twenty years. From 1980 through 1990 he conceptualized, organized, and developed the American Video Association. He grew AVA to 2,000 national members, before selling the company it 1990. It was later merged into another home video marketing company. From 2000 to 2005 he worked as a contract marketing and human resources consultant to several local and national companies. In 2005 Mr. Power began working as a franchise development consultant on a full-time basis. Since that time he has helped more than three dozen companies initiate and develop their franchising program. He notes that there are many companies interested in developing a franchise program, and who need his specialized assistance. Mr. Power is a “hands-on” franchise consultant. He said, “I am the ‘nuts and bolts’ person who tends to the details for my clients.” Mr. Power holds a B.S. degree with a major in Marketing. See: www.biltmorefranchise.com You may contact Mr. Power at: jpower@biltmorefranchise.co - Visit John Power's Website |
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Dave KurlanDave Kurlan is the founder and CEO of Objective Management Group, Inc., the industry leader in sales assessments and sales force evaluations, and the CEO of David Kurlan & Associates, Inc., a consulting firm specializing in sales force development. Dave has been a top rated speaker at Inc. Magazine's Conference on Growing the Company, the Sales & Marketing Management Conference and the Gazelles Sales & Marketing Summit. He has been featured on radio and TV, including World Business Review with General Norman Schwarzkopf, in Inc. Magazine, Selling Power Magazine, Sales & Marketing Management Magazine and Incentive Magazine. He is the author of Mindless Selling and Baseline Selling – How to Become a Sales Superstar by Using What You Already Know about the Game of Baseball. He created and wrote STAR, a proprietary recruiting process for hiring great salespeople, and he writes Understanding the Sales Force, a popular business Blog and is a contributing author to The Death of 20th Century Selling and 101 Great Ways to Improve Your Life, Volume 2. - Visit Dave Kurlan's Website |
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Stephanie RobeyStephanie Robey is President and CoFounder of Pivot Positive, LLC - an Internet marketing business focused on helping people start work at home ventures. Previously, she was employed at The Search Agency with over 20 years experience in graphic design and 10 years experience in online marketing. She was responsible for launching the Conversion Path Optimization (CPO) unit where she and her team have conducted hundreds of optimization tests for online companies across multiple verticals. She is a successful entrepreneur having started and sold 2 companies and remains on the board of directors of the third, PhotoSpin.com Stephanie began her career in the direct marketing realm creating and producing direct mail for many of the major cable television companies and directly attributes her understanding of Internet marketing to those early offline experiences. Stephanie is a graduate of San Diego State University with a BFA in Graphic Arts and also holds an Executive MBA from the Graziadio School of Business and Management at Pepperdine University. Read Steph's Blog Meet Steph and Dave Sign up for our Free 7-Day BootCamp: Self Employed & Rich - Visit Stephanie Robey's Website |
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Jeff FosterWebBizIdeas.com is a Minneapolis website design company founded to help people start an internet business by providing them with website, business, and internet resources that help foster the growth of successful online businesses and develop innovative Internet business ideas. We specialize in internet consulting & internet marketing. - Visit Jeff Foster's Website |
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David BarrDavid Barr is the President of Venture Opportunities, Inc. David has been a professional business broker/intermediary since 1980 focusing on General Business Brokerage and Mergers and Acquisitions representing client transaction value from $400,000 to $20,000,000. Mr. Barr has handled the sale of over four hundred and fifty companies. David earned a university degree from the State University of New York majoring in economics and business. David holds the Mergers and Acquisition Master Intermediary and the Certified Business Intermediary designations from the International Business Brokers Association. He is also a Senior Business Analyst and a Texas licensed Real Estate Agent. For more information about David and Venture Opportunities, visit www.bizdealmaker.com. - Visit David Barr's Website |
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John BrennanJohn Brennan Ed.D. Dr. Brennan is President of Interpersonal Development, LLC, a training and development firm. Interpersonal Development has provided sales training and coaching to more than 3,000 sales reps from over 100 companies. A native of Australia, Dr. Brennan received his doctorate from the University of Rochester. His dissertation researched the effectiveness of Behavioral Modeling Technology in training people in interpersonal skills. While he has spent most of his career designing or delivering training, he was also a Vice-President of Sales of a training and development franchise with operations in 25 markets. Dr. Brennan has designed and delivered sales training in North America, Asia, Europe, Australia and the Middle East. He has been a guest speaker at numerous national and regional professional conferences. When Microsoft wanted Best Practices articles on sales for their web site, they called Dr. Brennan. The results are at http://office.microsoft.com/en-us/FX011387391033.aspx His firm’s clients have included Volvo, The Prudential, Merrill Lynch, Eastman Kodak, Gannett, Equifax Europe, the Economist Group and countless small businesses. - Visit John Brennan's Website |
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Jay Kubassek(Jay's Full Bio: EvanCarmichael.com/jaykubassek) In five years, Canadian-born entrepreneur Jay Kubassek went from selling mufflers at a Midas franchise to revolutionizing Internet marketing with the 2004 launch of CarbonCopyPRO, a online marketing education company, now worth over $20 million with customers in over 160 countries.
As an independent film producer, his upstart film fund Aliquot Films is currently producing a films with Spike Lee and Abel Fererra (starring Ethan Hawke and Dennis Hopper.)
Jay's entrepreneurial spirit is irrepressible. He’s the owner of five companies, a professional speaker and trainer, international real estate developer/investor, extreme sport enthusiast and emerging philanthropist. Jay resides in NYC with his wife Jamie, son Milo and dog Cooper. Visit Jay's official website: www.JayKubassek.com - Visit Jay Kubassek's Website |
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