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Together, these authors have more first-hand experience in leadership development and succession planning than you're likely to find anywhere else. And here, they show companies how to create a pipeline of talent that will continuously fill their leadership needs-needs they may not even yet realize. The Leadership Pipeline delivers a proven framework for priming future leaders by planning for their development, coaching them, and measuring the results of those efforts. Moreover, the book presents a combination leadership-development/succession-planning program that ensures a steady line-up of leaders for every critical position within the company. It's an approach that bolsters the retention of intellectual capital as it eliminates the need to go outside for expensive "stars," who will probably jump ship before they reach their full potential anyway.
Together, these authors have more first-hand experience in leadership development and succession planning than you're likely to find anywhere else. And here, they show companies how to create a pipeline of talent that will continuously fill their leadership needs-needs they may not even yet realize. The Leadership Pipeline delivers a proven framework for priming future leaders by planning for their development, coaching them, and measuring the results of those efforts. Moreover, the book presents a combination leadership-development/succession-planning program that ensures a steady line-up of leaders for every critical position within the company. It's an approach that bolsters the retention of intellectual capital as it eliminates the need to go outside for expensive "stars," who will probably jump ship before they reach their full potential anyway.
Due to publisher restrictions the library cannot purchase additional copies of this title, and we apologize if there is a long waiting list. Be sure to check for other copies, because there may be other editions available.
Due to publisher restrictions the library cannot purchase additional copies of this title, and we apologize if there is a long waiting list. Be sure to check for other copies, because there may be other editions available.
About the Author-
RAM CHARAN is an independent consultant and leadership coach. He has been on the faculties of Harvard Business School and the Kellogg School of Business at Northwestern University. He is based in Dallas, TX.
STEVE DROTTER is chief executive of Drotter Human Resources, Inc. Prior to starting his own firm, he was Senior VP for Corporate Human Resources at Chase Manhattan in New York. He is based in Berwyn, PA.
JIM NOEL is an independent consultant. He previously held a range of senior HR positions, most recently Vice President of Executive Development at Citibank. He is based in New York City.
Table of Contents-
Preface.
Acknowledgements.
About the Authors.
Introduction.
Six Leadership Passages: An Overview.
From Managing Self to Managing Others.
From Managing Others to Managing Managers.
From Managing Mangers to Functional Manager.
From Functional Manager to Business Manager.
From Business Manager to Group Manager.
From Group Manager to Enterprise Manager.
Diagnostics: Identifying Pipeline Problems and Possibilities.
Performance Improvement: Clarifying Roles and Creating Performance Standards.
Succession Planning.
Identifying Potential Pipeline Failures.
The Functional Career Passage.
Coaching.
Benefits Up and Down the Line.
Index.
Reviews-
February 1, 2001 One of management's biggest challenges is finding new leaders, and one of the questions that arises in this quest is whether to bring in "new blood" and fresh ideas or take advantage of "home-grown" experts already acclimated to an organization's corporate culture. The current labor shortage and a greater willingness by younger workers to change jobs have only added to this challenge. Recent books such as " High Flyers: Devel"oping the Next Generation of Leaders (1998) and " Hidden Value: How Great Companies Achieve "Extraordinary Results with Ordinary People [BKL Ag 00] have weighed in on the side of "growing your own," and now Charan and his coauthors add their support. Charan is a "leadership coach" and has written extensively for academic and popular business journals. He and two fellow consultants describe the natural hierarchy of work that exists in most organizations, which takes the form of six career passages that the authors call the "leadership pipeline." For leaders to progress, they must be working within each passage at a level appropriate to their skills, values, and use of time.(Reprinted with permission of Booklist, copyright 2001, American Library Association.)
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