I belong to a number of Leadership Development LinkedIn
groups, and everyone once in a while I’ll take a look at the discussions to see
what I can learn. Sure, a lot of the “discussions” are just promotional, but
it’s still a good way to stay abreast of hot topics and best practices.
groups, and everyone once in a while I’ll take a look at the discussions to see
what I can learn. Sure, a lot of the “discussions” are just promotional, but
it’s still a good way to stay abreast of hot topics and best practices.
It’s also a good way to find out what people are genuinely
asking about. I did a scan of some of the groups and pulled out the questions
that I found to be intriguing, along with a few goofy ones. I’ll let you decide which is which. Just for grins, I also included
my own brief answer or blog post, and tried to avoid answering every question with “it depends”. Feel free to provide your own answers (or
questions) in the comments section, or disagree with mine.
asking about. I did a scan of some of the groups and pulled out the questions
that I found to be intriguing, along with a few goofy ones. I’ll let you decide which is which. Just for grins, I also included
my own brief answer or blog post, and tried to avoid answering every question with “it depends”. Feel free to provide your own answers (or
questions) in the comments section, or disagree with mine.
1. Do you believe emotional intelligence is a skill you can
develop in others?
develop in others?
Yes, according to
Daniel Goleman.
Daniel Goleman.
2. Does anyone have any research on the best leadership
development programs and talent development practices across organizations?
development programs and talent development practices across organizations?
CCL has the
best research I’ve seen, but the basic principles of effective leadership
development are well known and relatively timeless. It’s just that the
companies that do it so well and get positive results are truly committed and
take no shortcuts.
best research I’ve seen, but the basic principles of effective leadership
development are well known and relatively timeless. It’s just that the
companies that do it so well and get positive results are truly committed and
take no shortcuts.
3. Do you agree that of all the skills of leadership,
listening is the most valuable? – and one of the least understood?
listening is the most valuable? – and one of the least understood?
Yes, if not the most, at least in the top 3.
4. Should leaders take action to create a “happy”
environment for their people?
environment for their people?
Hmmm. Not so sure about “happy”, but how about “engaged”?
5. How do you get leaders to realize that they need to
develop further? How do you approach small business owners who don’t have a
boss over them to convince them to develop?
develop further? How do you approach small business owners who don’t have a
boss over them to convince them to develop?
Feedback can help, as can peer networking.
6. Should “high potential” employees know of their
status?
status?
Yes, but only if it’s done right: High
Potential Notification Guidelines: Not Too Heavy, Not Too Light
Potential Notification Guidelines: Not Too Heavy, Not Too Light
7. I’m looking for criteria to identify “business
critical roles” to narrow the list of positions for succession planning
purposes. Any recommendations?
critical roles” to narrow the list of positions for succession planning
purposes. Any recommendations?
What roles are critical to the growth of our organization in
which you are forecasting high demand and low supply? What positions would your
Board of Directors be concerned about if the incumbent were to leave?
which you are forecasting high demand and low supply? What positions would your
Board of Directors be concerned about if the incumbent were to leave?
8. What are the workplace behaviors you have observed that
have the most negative impact on organizational success?
have the most negative impact on organizational success?
A lack of emotional intelligence. See question #1.
9. What have you found is the biggest hurdle to getting
Succession Planning implemented?
Succession Planning implemented?
A lack of CEO and executive teamcommitment.
10. How often should Talent Review meetings occur?
At least yearly, with quarterly check-ins.
11. I am looking for a good book on succession planning do
you have any recommendations?
you have any recommendations?
12. What should happen to an individual’s placement in the
9-Box Chart if they take on a new and challenging position?
9-Box Chart if they take on a new and challenging position?
Create a special category: “Too new to rate”, then place
6-12 months later.
6-12 months later.
13. Should Talent Profiles (internal resumes) include a
photograph of each employee?
photograph of each employee?
Yes.
14. Can you teach old dogs new tricks?
Grrrrr. Yes.
15. Is relationship building the cornerstone of successful
Leadership?
Leadership?
Yes.
16. Leadership Lessons from the Movies – what’s your
favorite Movie?
favorite Movie?
17. Are Leaders Born or Made?
About 70% made, 30% born.
18. How are you using Social Media for your personal
leadership development?
leadership development?
I think we’re just starting to scratch the surface, lot’s of exciting potential here, even minus the hype.
19. Leaders Develop Themselves First! Don’t You Agree?
Absolutely! To
Help Others Develop, Start With Yourself.
Help Others Develop, Start With Yourself.
20. Can you train people to be authentic?
Yes.
21. In designing a Leadership 101 course for new managers,
what do you feel should be the main topics to be included (- Presuming a 5 day
course)?
what do you feel should be the main topics to be included (- Presuming a 5 day
course)?
22. How important do you think it is to prepare the next
generation for leadership before they enter the workplace?
generation for leadership before they enter the workplace?
Hmmm, not so sure.
23. Can a manager be a coach?
Yes, at least a manager can coach.
24. How does internal training compare to external training?
25. What have you found to be the most effective methods for
maximizing the “stickability” of learnings from leadership workshops
and other educational events?
maximizing the “stickability” of learnings from leadership workshops
and other educational events?