Organizational leadership takes place in one of two contexts. Either… The organization is heading to new heights – it’s a start-up, or an existing organization that’s reached a plateau. It needs a Visionary to take it to new and uncharted territory. Or… The organization is sinking in the depths; in the shit, as it were. …
FURTHER TO POSTS on leadership development (“Why developing leaders is hard…” and “Developing Good Leaders…“), here’s a great slideshow by Steve Dale (@stephendale), on: “… taking responsibility for personal & professional development in order to remain ‘relevant’ in a sometimes chaotic and fast-changing environment” [slideshare id=17012079&style=border:1px solid #CCC;border-width:1px 1px 0;margin-bottom:5px&sc=no] Beyond wanting to “remain relevant”,…
In response to the post from a few days ago, “Why developing leaders is hard and the two most powerful ways to go about it“, Kurt Häusler (@Kurt_Haeusler) commented: “Both assume good leadership is already in place, nearby and available. It also encourages emulation over improvement.”. [If you’ve not read the post already, maybe take a…
LEADERSHIP DEVELOPMENT, which fundamentally is the improvement in an individual’s ability to take the lead and in their people skills, must start from, and be driven by, the learner. Leadership is an individual endeavor. Not solitary, but individual. This is one of the reasons leadership development programs are so often a waste of time and…
