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Leaders Deserve Better: A Leadership Development Revolution
LET’S GET
The vast majority of leadership development programs don’t work. Not only do they feel irrelevant―failing to address the issues that keep leaders up at night―even when they are on point, without built-in opportunities for leaders to practice what they’ve learned, those lessons don’t stick. To cultivate better leaders―ones who can serve as the next generation of senior management, bring business to new heights, and stay with the organization long enough to create lasting change― we need a better solution. Leaders Deserve Better is that solution.
Relying on her experience working with leaders, Jennifer Mackin begins by laying out the problem with standard development practices using real-life examples that illustrate the impact of inadequate development. She gives readers a glimpse of the myriad benefits of a better―and entirely revolutionized―approach, offering tools for leaders to conduct their own assessments to discover the gaps in their programming. Armed with these insights, senior leaders can ignite their own leadership development revolutions that support the effective development that all leaders deserve.
The vast majority of leadership development programs don’t work. Not only do they feel irrelevant―failing to address the issues that keep leaders up at night―even when they are on point, without built-in opportunities for leaders to practice what they’ve learned, those lessons don’t stick. To cultivate better leaders―ones who can serve as the next generation of senior management, bring business to new heights, and stay with the organization long enough to create lasting change― we need a better solution. Leaders Deserve Better is that solution.
Relying on her experience working with leaders, Jennifer Mackin begins by laying out the problem with standard development practices using real-life examples that illustrate the impact of inadequate development. She gives readers a glimpse of the myriad benefits of a better―and entirely revolutionized―approach, offering tools for leaders to conduct their own assessments to discover the gaps in their programming. Armed with these insights, senior leaders can ignite their own leadership development revolutions that support the effective development that all leaders deserve.
- GenresBusiness
216 pages, Hardcover
Published August 25, 2020
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September 20, 2022This book is more of an advertisement for the Oliver Group's approach. As such I wouldn't recommend it generally. I read it more of a study of a successful competitor of mine. Some notes:
Claims the following is required for leadership development effectiveness:
1. must connect to business startegy
2. must be leader-led
3. leaders must be able to put skill s in play
4. need face time
- a good argument for leadership development is that getting leaders from outside is hella hard and hella expensive
- Oliver Group spends a lot of time in initial call asking for business outcomes they’re looking for. Idea is to move up the value chain and do more than checkbox training
- idea: measure success by how deep the company’s leadership pipeline is.
- makes a strong argument that you need the boss of the people being taught to be in the room.
- argues that leadership development should have measurable outcomes, mainly that leaders get reviewed on things like “pushing work down” and “coaching”. Argues that development’s goal is to clarify the leader’s responsibilities
Claims the following is required for leadership development effectiveness:
1. must connect to business startegy
2. must be leader-led
3. leaders must be able to put skill s in play
4. need face time
- a good argument for leadership development is that getting leaders from outside is hella hard and hella expensive
- Oliver Group spends a lot of time in initial call asking for business outcomes they’re looking for. Idea is to move up the value chain and do more than checkbox training
- idea: measure success by how deep the company’s leadership pipeline is.
- makes a strong argument that you need the boss of the people being taught to be in the room.
- argues that leadership development should have measurable outcomes, mainly that leaders get reviewed on things like “pushing work down” and “coaching”. Argues that development’s goal is to clarify the leader’s responsibilities
June 3, 2022
Insanely good book… talks about pairing leadership development ideas with HR practices. We’re definitely in this season at my job so it was cool to see what the partnership could be & good to know we’re not in unknown terrain in how we’re approaching this. Will skim through my notes again.
Displaying 1 - 2 of 2 reviews