1、寻找领导力开发的突破口（Finding breakthroughs in leadership development）Finding breakthroughs in leadership development2011-1-18 source: Mr. Liu HaimeiThe former leader of the United States, Dr. Kissinger, said: “the leader is to let his people, from where they are now, lead them to places they have not yet bee
2、n to.“. The so-called leadership, can also be regarded as a kind of special interpersonal influence, everyone in the organization will go to influence others to accept the influence of others, so that each employee has the potential and reality of leadership. Leadership development, from the company
3、s point of view, is to help developers to challenge themselves, break through limits and become leaders of corporate leaders based on corporate values. I think that the enterprise leadership development to help enterprises achieve performance goals and achieve organizational vision. Enterprise can c
4、ultivate leaders and talents in many ways, improve all levels of staff of the leadership, and promote organizational change, enhance the ability of dealing with environmental change and fierce competition, to achieve the strategic goal of the company.The former leader of the United States, Dr. Kissi
5、nger, said: “the leader is to let his people, from where they are now, lead them to places they have not yet been to.“. The so-called leadership, can also be regarded as a kind of special interpersonal influence, everyone in the organization will go to influence others to accept the influence of oth
6、ers, so that each employee has the potential and reality of leadership.Leadership development, from the companys point of view, is to help developers to challenge themselves, break through limits and become leaders of corporate leaders based on corporate values. I think that the enterprise leadershi
7、p development to help enterprises achieve performance goals and achieve organizational vision. Enterprise can cultivate leaders and talents in many ways, improve all levels of staff of the leadership, and promote organizational change, enhance the ability of dealing with environmental change and fie
8、rce competition, to achieve the strategic goal of the company.Building leadership competency models is not easyThere is no need to talk about the importance of leadership development. As we all know, the probability of airborne over executive failure is much higher than the internal promotion, but t
9、he company is still trying to find a new CEO from the outside and other executive members, which means that the company leadership development success is from the time. It also shows that, although companies have the best wishes, they have made sustained investment in time and money, but there are s
10、till some problems in leadership development.Liu Chuanzhi said, to do business (Leadership), is nothing more than setting strategy, take the team, with the team. For the leaders, generally accepted competency include: team building, namely the establishment of an effective team, lead the team to ach
11、ieve organizational goals; understand the companys business: familiar with the organization, including the work of different departments, to understand the development of company business development and competition trend; strategic thinking: organization design and selection strategy, have the over
12、all view and thought highly of. But almost every company leader has a different competency model. Building leadership competency models that fit the companys strategy, stage of development and culture is a major challenge for leadership development.GE believes that a leader must include the followin
13、g four basic qualities: one is self consciousness, a leader should be aware of what to do and how to do it; the two is the ability to communicate, a good leader should know how to be a good communicator and communication; three is the leader of the need certain financial knowledge and background; th
14、e four is the leader should be in a certain field is an expert.In 2005, after Lenovo and IBM integrated the merger and acquisition, the Lenovo global leadership model was built, with a special ability, called “telling the truth“, to meet the companys ability to develop new students. The reason is ve
15、ry simple, when two companies in mergers and acquisitions in the eastern and Western culture because of different, for example, Americans usually agreed not to talk, but Chinese does not speak, often means that he does not agree; Chinese are usually reluctant to directly express opposition, causing
16、a lot of contradictions and problems.BOSCH CORPORATION (BOSE) has a strong corporate culture that distinguishes between different competency models for grassroots managers, middle management and top management. The top level is divided into three aspects: personal leadership ability, business leader
17、ship ability and strategic leadership ability. The personal leadership represents the ability of each level class leader should possess, including full of enthusiasm, honesty and integrity, analytical thinking, technical excellence, achievement orientation and creative ability; business represents a
18、 key quality of the most outstanding business leaders should have. Including the concept, thinking ability, good performance, subordinates have business expertise, connect with others, so that subordinates have sense of responsibility, understand the company culture, to take decisive action; strateg
19、ic leadership is the key to the senior leader of the company, is regarded as the key competitiveness of the company can keep in the change in the market environment. It includes customer orientation, training atmosphere for innovation and change, training of leaders and overall thinking ability. The
20、 competence of the leaders at the grass-roots level is recognized as three aspects: establishing a team, leading others and managing themselves.The establishment of a companys leadership competency model should include interviews, expert program design and other processes. To ensure that established
21、 in line with the companys own characteristics, organizational culture and leadership competency model, first of all, to interview should not only contain a good leader behavior description, but also includes the companys history, the status of the company, the companys development strategy, corpora
22、te culture etc Including, of excellent quality of the company leaders in different stages of development in the eyes of the description of differences, the company and the same industry company history, status and future changes, which put forward different requirements of these company leaders are
23、to be involved. Secondly, an experienced expert should be invited to participate in the design of leadership development programs and early interviews. Experience has proved that the role of experts in leadership development is irreplaceable and must be paid enough attention to. Many successful expe
24、riences in leadership development have been achieved by employing third parties that play a key role in leadership development and are “value for money“.Common issues in leadership developmentLack of investmentThe first problem many companies face in leadership development is lack of commitment to b
25、uild their own unique corporate leadership competency model. Leadership development is not accomplished overnight, requires the company from top to bottom support, there is not enough funds, project personnel, project participants involved in the time invested, the project is impossible to succeed.
26、Building a competency model that fits the companys actual situation is the first key element to ensure the success of its leadership development. The companys own leadership model, clear the companys leadership, the company leadership development goal, at the beginning of the project can confirm wha
27、t people are involved in this project, determine the project design content; development after the changes before and after compared to the development plan in order to measure leadership, leadership development project effect. Many companies have proved that only by investing resources and ensuring
28、 that leadership competency models can effectively reflect the needs of the company can they ensure the smooth progress of leadership development.The top priority is not enoughSecond issues of leadership development plan meet the senior managers of the company said the importance of leadership devel
29、opment on the mouth, “suck“. How do you verify that top management really cares? See how much time he spends in a month communicating face-to-face with people involved in leadership development programs, or how many times he talks about leadership development when hes talking to HR. When support fro
30、m the top down, it will be difficult for companies to create a healthy corporate culture to promote comprehensive leadership development programs. Why doesnt CEO pay attention to it? One important reason is that leadership development may be limited by what it sees now,And CEO are tenure, performanc
31、e pressure, not as good as time and energy into the immediate, can directly bring the companys performance improvement approach. In order to make CEO truly aware of the benefits of the company leadership development, HR to prepare the specific facts to persuade CEO, and use the data to prove to him;
32、 in addition, the board of Directors recommended leadership training content to increase CEO performance evaluation. Have data show that 20 significant leadership development achievements, the companys CEO 100% has a resource commitment, including not only the promise of money, not only let the cons
33、ulting firm to help resource investment, the most important is contained in his time input, and he spent. This is a very critical resource investment. In addition, the extension of CEOs term of office will also help CEO attach importance to leadership development programs with great future returns.L
34、eadership is not just HRs responsibility. It is the responsibility of CEO and the responsibility of leaders at all levels. IBM establishes clear leadership expectations for top management teams and ensures that individuals with leadership potential are identified and discussed at top management quar
35、terly meetings. At the meeting, executives participated in what IBM called “five minute training“. In training, each top manager must be prepared to recommend at least one employee who shows leadership potential from his or her business unit or functional department. If these “high potential people“
36、 are not given a wider range of tasks in the relatively short term, the chairmans office will look for top managers on the list of recommendations. With this mechanism, the leadership development plan has really come true.Development mode is unitaryThe single way of leadership development is also pa
37、rt of the poor leadership development in some enterprises. With the development of enterprises, the content and process of leadership development also need to keep pace with the times. Experience shows that the classroom and classroom training is not a good leader, the outstanding leadership develop
38、ment plan to allow participants to continue to use their knowledge and skills, and timely according to the results of their work for the participants to provide constructive feedback on specific tasks, and. Traditional training and EMBA methods have been unable to meet the current needs. We must con
39、sider increasing the action learning and 360 degree feedback within the existing system, contact the senior leadership, participate in strategic planning, external counseling, job rotation, cross functional (job rotation worldwide), informal teacher knowledge etcHow is leadership developed?In Intel,
40、 around the companys leadership requirements, there are different training courses within the company. Including: how to become a global leader, how to manage global organizations, how to become a strategic partner?. In addition to the internal many of Intels courses, cooperation between Intel and m
41、any institutions well-known education, provides a lot of external training opportunities, including cooperation with many international famous EMBA courses of educational institutions, selected companies focus on the training and development of employees, to participate in EMBA training.In addition
42、to many classroom learning and training, there are many hands-on and practical opportunities for staff training. The company designated a senior manager for the candidate. The manager will provide the trainees with an analysis of many cases so that the trainees can analyze the cases and explore how
43、to solve the problem. The trained person will report the results of the analysis and solution of the case to see if the trained person has received the required leadership skills from the training program.Intel also develops employee leadership through job transfer and rotation of positions. Intel a
44、ttaches great importance to staff training and job rotation through cross-border international working skills and leadership skills, have the potential to send managers to work in other countries for a period of time, exercise their ability of cross culture management.Intel also operates a “two in o
45、ne“ program in the company. What is “two in one“, that is, the appointment of two managers in the same position, one of which is mainly to give him the opportunity to practice and exercise,Nurturing its rapid growth into qualified Intel managers.“Everyone has his own advantages, in order to Sometime
46、s an inch may prove long.,“ let all kinds of talents to enhance leadership, leadership development must be individualized. In order to make the development of leadership with strong pertinence, excellent companies have generally established a “talent inventory mechanism“, the talent for regular inve
47、ntory, for enterprises to carry out regular physical examination, and the implementation of the development strategy of different for different types of talents. In Acer, in addition to the daily personnel discussion, at the end of the senior management will take two days to review the existing pers
48、onnel, their talents were divided into four groups: key talents and high potential talent, redundant workers and low performance of the employees. Take different measures for different talents: the key talent by using retention strategies to accelerate the development and retention of high potential
49、 talent, take the internal flow of redundant workers and take measures to low performance of employee dismissal.In GE, each quarter is presided over by CEO, and all senior executives participate in public discussion of existing talent. GE has 17 types of leadership training, one of which has 3 stages and 5 levels of leadership training. The training is for different people, according to their current position, duty and service level have different stages, respectively is the primary stage, intermediate stage and advanced stage; and specifically these 3 stages were divide
