This post is part of our biweekly "Office Hours" video series, featuring quick career, workplace and leadership tips from talent management experts and business leaders across the globe.
According to research from the Brandon Hall Group, over 10,000 baby boomers retire every day. By 2020, millennials will make up 46 percent of the workforce. A demographic shift is taking place—if you don't properly invest in younger employees, your organization will soon lack solid leadership.
A well-defined leadership development program sets high-potential leaders on track to run your company in ways that match their unique talents and your company's particular needs.
That's why Melissa Lanier, director of career and leadership development programs at T-Mobile, believes that all companies should pick a process for identifying promising leaders and use it consistently to guide strategic investments.
In this video, Lanier distills her approach into three basic steps. At their heart is a commitment to supporting individual leaders through their entire leadership journey: helping them build valuable skills, form key relationships and steer your organization into the future.
Header Photo: Creative Commons
Ressources similaires
Vous souhaitez continuer à apprendre ? Découvrez nos produits, les témoignages de nos clients et les actualités du secteur.
Billet de blog
Le RGPD, un règlement pour protéger les personnes, pas les données
Le deuxième anniversaire du RGPD est l’occasion de revenir sur l’essence même de ce règlement qui consiste à protéger les personnes physiques et non pas les données. Le vocabulaire importe énormément lorsqu’il s’agit de rappeler l’importance de la protection des personnes car elle peut, facilement, se noyer dans la notion plus générale de protection des données ou de vie privée (« privacy »).
Billet de blog
De limportance de la culture dentreprise, notamment pour rebondir…
Établir une culture d’entreprise positive
Billet de blog
6 steps to defining your organizational values
Organizational culture can be seen as a "personality" created by the organization's values, attitudes and behaviors. This "personality" attracts and keeps great talent, creates a positive public image and helps build long-lasting relationships with stakeholders, vendors and customers.