I’m for the group and not the individual. Recognizing that it takes multiple individuals to create a group. Some arenas call this a team. I get a little leery with throwing around the word team. It’s overused and rarely is it an accurate representation of reality. And even then, you have to address whether the group is really interested in the good of the whole.
That brings me to this article from Fortune. The ideas contained in the piece are of some value. But I wish we could hear from those that come out of the programs instead of hearing once again from the CEO. Yes, I know, that leadership often starts at the top. My opinions don’t negate that truth. I just don’t think the CEO is the most valuable member of the team. Nor should they be.
Fortune needs you to buy the magazine. So it makes sense for celebrity to drive that approach.
Here’s some things to consider as you look at leadership development in your organization:
- Leadership development should not be exclusive to the "anointed." Leadership is influence and therefore should cascade through the entire organization.
- Call your customer service department/division and be the customer. Your experience will tell you where the organization truly is as it relates to leadership development.
- Ask yourself who’s doing the talking. If only senior management is fulfilling this role, then your organization has a ways to go in leadership development.
- Is your CEO a servant? Does he or she put themselves last?
- When was the last time you were encouraged to make a mistake (often the best path to learning)? Better yet, how were you treated the last time you made a mistake?
- In reference to #5, is your organization tolerant of multiple mistakes? If they are then your in a cult.