“I’ll bet most of the companies that are in life-or-death battles got into that kind of trouble because they didn’t pay enough attention to developing their leaders.” – Wayne Calloway, former Chairman, Pepsico, Inc.
Where have you developed, what you consider to be, your most unique, valuable leadership skills that set you apart from the crowd?
Does your organization provide leadership development that also extends deep into other areas of your life?
Does your organization consider leadership in the community an important role, or just a “necessary” one, so the organization gains “enough” positive PR?
Please share your insights to help others. Personally, I’ve had opportunities to observe a wide-range of organizational leadership development initiatives.
Macro Observations: Here are three macro categories that seem to be prevalent in the U.S.
- Leadership development for a specific position
- Leadership development for general skills at the organization
- Leadership development, that is employee-centered, but highly transferable by the employee when they leave
Which of these have your observed most frequently? Let’s break these three categories down to the next level of granularity.
#1 – Leadership Development for a Specific Position – Sure, this is necessary and we don’t need to delve too deeply into this one. However, why not integrate the position development content into a professional’s holistic life, both inside and outside the organization? Succinctly; invest in the professional, while focusing on their current professional responsibilities.
#2 – Leadership Development for General Skills at the Organization – Again, these are necessary since professionals change positions within the organization.
It appears, due to the broad spectrum of the content, some skill development for the professional will extend beyond the work environment. This is seldom the focus of the development; rather, it coincidentally becomes a byproduct.
#3 – Leadership Development that is Employee-Centered, but Highly Transferable by the Employee When they Leave – This translates into the organization:
- Loving their employees
- Developing them holistically
- Enabling them to make greater social impact in their communities
Please note, none of the three bullets above are self-centered on the organization. Rather; they’re centered squarely on the holistic professional!
What are the financial rewards of implementing #3 (above), to the organization? No matter how you intelligently calculate the benefits, the organization wins long-term, nearly every time.
Guess who else wins, as a result of this leadership development investment, besides the organization?
- The holistic leader!
- The holistic leader’s community!
- The holistic leader’s family!
Why not intelligently develop your organization’s talent holistically?
If you’re not sure how to do this, or are looking for new ways to deepen and broaden your executives’ and professionals’ talents, our team’s cutting-edge approaches may prove to be quite beneficial.
Why not attract, develop and engage your employees in business-savvy ways while simultaneously increasing Net Income and Community Social Impact by millions of dollars?
Who changes the world? I believe it’s almost exclusively the Top-7%. They are the only ones with the Talent Portfolios and social consciences needed to actually implement significant positive social impact.
If you believe you’re one of these executives, we’d love to explore possible opportunities.
Get MAD! Get Making A Difference! ~ JR
