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The prevailing view in many organizations is that leadership development involves sending a rising star through a couple of rotations and training courses, and perhaps getting the person some coaching if necessary. While these activities may be helpful, they are hardly essential if such a limited picture is all that leadership development entails. Sadly, in many instances whether due to budgetary constraint or culture, this tends to be the norm more than the exception. True leadership development requires much more if the organization is to realize a return on their investment and attain true mission success over time and across a succession of leaders.
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