Do others try to emulate them? Even try?
By Christopher Allen, MA, PMI-ACP, Product Manager
These obvious questions so often go unanswered. So much depends on knowing, but how do we find out? Beyond asking the questions, what strategies and frameworks are successful in getting credible answers? And what would we do with the answers once found?
by Hannah von Bank, relationship management assistant
In the past, employers had their pick of often hundreds of qualified applicants for a limited number of positions – but that is set to change. Ten thousand American workers reached the age of 65 today and about 10,000 more will reach retirement age everyday for the next 17 years. Baby boomers are retiring in droves and are taking their knowledge and experience with them. To quote this month’s issue of Chief Learning Officer Magazine: “The forecast suggests the talent, skills and knowledge needed will no longer be available via thousands of applicants.”
Is your organization struggling with how to internally develop and retain the skilled leaders necessary for keeping your business successful for years to come? While developing a leadership development curriculum may be daunting task, here are some tips for starting out.
What would your ideal leadership team look like? How would they work together to support your organization? What talent and competencies should they possess? Compare your vision to the current state of your team―can you identify any skill gaps or efficiencies you want to preserve and pass on? Industry and position-specific skills are sure to vary between companies, but some leadership skills are universal, such as:
By identifying the skills you need to focus on, you are well on your way to building your curriculum.
