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"Winning leaders build winning organizations by developing other leaders."--Noel Tichy
Better managed companies use experience to develop leadership. These corporations identify high potential individuals and deliberately structure experiences to improve their skills. Companies like Bank of America, General Electric, Intel and Coke find that engaging in and being committed to planned leadership development improves the bottom line.
Developing such talent is called succession planning and involves senior management in the systematic identification and preparation of the next generation of leaders. Fortunately, leadership development in successful companies has attributes that can be duplicated on campus.
Common attributes in successfully developing leaders:
* Senior management engages in and is committed to planned leadership development.
* Organizations are willing to invest time and money in developing and rewarding high potential talent.
* People with leadership potential are identified and told they are chosen.
* High potential individuals are offered challenging developmental job experiences, including job rotations, lateral moves, special projects, task forces, or committee assignments that stretch their experiences.
* Mentors and coaches from the ranks of senior executives provide support.
* The process is systematic, offers rewards and becomes part of the organizational culture.
This type of proactive talent development is essential to schools to prepare for the enormous challenges of the future and the exodus of leaders in the next decade.
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