By Susanne Biro
Lately I have found myself having a similar conversation with a number of clients. The conversation begins with my client stating they want to increase their visibility within their organization and better position themselves to work at a more senior, strategic level. They want to be noticed and earmarked for succession by supervisors; to be seen as a thought leader by peers; and, ultimately, to position themselves as someone ready to participate in the larger decisions facing the company.
What is surprising to me is that these are the same people who will either completely fail to show for one of our scheduled sessions, send an email stating they need to reschedule at a minute’s notice, or arrive late and unprepared for our time together, and then fail to apologize for their lack of professionalism. Read on…
One of the things I love about my job is that I get a unique window of insight into why leadership development does, or does not, occur in organizations. Like a corporate anthropologist, I seek insights into how some organizations achieve a world class reputation for leadership development whilst others struggle to launch a single workshop. When it comes to leadership development in your organization, how will you ensure you are placing your bets on the right strategy, talent and solutions?
