http://www.successfactors.com/blogs/business-execution/leadership-development-is-not-only-hrs-job/ Execution is the Difference. Fri, 08 Jul 2011 01:35:13 +0000 hourly 1 http://wordpress.org/?v=3.3.1 http://www.successfactors.com/blogs/business-execution/leadership-development-is-not-only-hrs-job/comment-page-1/#comment-78 Jake Adger Mon, 06 Mar 2006 19:24:05 +0000 http://10.50.0.97/wordpress/workforce-performance/index.php/leadership-development-is-not-only-hrs-job/#comment-78 There is an article from BusinessWeek in 1998 that talks a little bit about how Jack Welch embraced his role as a developer of talent at <a href="http://www.businessweek.com/1998/23/b3581001.htm." rel="nofollow">http://www.businessweek.com/1998/23/b3581001.htm.</a> It’s amazing how this well understood secret of GE’s success hasn’t totally permeated all reaches of the business world. Fortunately, some companies that I have worked for have embraced this. My experience working with Deloitte Consulting and Dell showed me how those organizations extended manager commitments to talent development down to the very bottom of the chain. There is an article on how Dell views learning and reviews at <a href="http://www.fastcompany.com/magazine/20/cone.html." rel="nofollow">http://www.fastcompany.com/magazine/20/cone.html.</a> There has been a lot written about Dell’s 360 process though a quick search didn’t find anything. From what I have seen, the motivation at Dell and Deloitte for middle and low level manager to develop talent came directly from incorporating staff development into manager performance reviews. One function of HR in all of this was to facilitate the matching of managers and coaches such that the stated development goals of an employee matched the strengths of the manager/coach. Assessing managers on the effectiveness of their coaching, and then ensuring that the top managers are rewarded effectively, is also a complex process that requires much HR talent and skill. SuccessFactors has also worked hard to implement 360 degree reviews and mentorship programs. I’m looking forward to seeing how this commitment to development progresses as the company matures. There is an article from BusinessWeek in 1998 that talks a little bit about how Jack Welch embraced his role as a developer of talent at http://www.businessweek.com/1998/23/b3581001.htm. It’s amazing how this well understood secret of GE’s success hasn’t totally permeated all reaches of the business world. Fortunately, some companies that I have worked for have embraced this. My experience working with Deloitte Consulting and Dell showed me how those organizations extended manager commitments to talent development down to the very bottom of the chain. There is an article on how Dell views learning and reviews at http://www.fastcompany.com/magazine/20/cone.html. There has been a lot written about Dell’s 360 process though a quick search didn’t find anything. From what I have seen, the motivation at Dell and Deloitte for middle and low level manager to develop talent came directly from incorporating staff development into manager performance reviews. One function of HR in all of this was to facilitate the matching of managers and coaches such that the stated development goals of an employee matched the strengths of the manager/coach. Assessing managers on the effectiveness of their coaching, and then ensuring that the top managers are rewarded effectively, is also a complex process that requires much HR talent and skill. SuccessFactors has also worked hard to implement 360 degree reviews and mentorship programs. I’m looking forward to seeing how this commitment to development progresses as the company matures.

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