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Companies Develop Leaders? 10 Ways to Know
Written by: Bill GschwindArticle Overview: Is your company paying enough attention to internal leadership development? Here are 10 ways to determine if developing the next generation of company executives is a strategic objective.
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Companies Develop Leaders? 10 Ways to Know
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.
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Article Tags: active process, business acumen, career development, circumstances, communication skills, day care, developing leaders, flex time, generation y, insights, job openings, leadership candidates, leadership development, performance appraisals, performance evaluations, quality time, right job, salary, succession, talents
Referred by: http://www.processspecialist.com/
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About the Author: Bill Gschwind RSS for Bill's articles - Visit Bill's website  http://www.inPursuitConsulting.com Click here to visit Bill's website   You Choose To Be Affected By Outside Circumstances IS YOUR BUSINESS PUTTING YOUR ASSETS AT RISK BUSINESS ORGANIZATIONS THE LIMITED PARTNERSHIP Resolve to Follow the 5 Stages of Planning for a Prosperous 2010 Think and Manage Like a Winner Defense is a Losing Strategy Manage Up As Well As Down |
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