tag:blogger.com,1999:blog-1604620482023286355.post2197276489562600575..comments2024-03-28T10:50:05.763-04:00Comments on Learning in Tandem: What if everyone thought like a leader?Anonymoushttp://www.blogger.com/profile/11423343578843915247noreply@blogger.comBlogger2125tag:blogger.com,1999:blog-1604620482023286355.post-67970482361940072272009-11-19T22:49:59.479-05:002009-11-19T22:49:59.479-05:00I expect the lack of availability of typical leade...I expect the lack of availability of typical leadership content from mid management and rank-and-file offerings is a function of old school thinking, often perpetuated by HR departments who purchase the leadership training. The belief is that folks in the middle layer are in the "execution phase" so they don't need strategy; and folks at the end of the line don't need to think critically. And, then, there's the cost issue - typically leadership programs cost more, (warranted or not) and having been both buyer and vendor, I know price has to be high to meet perceived value. expectations.Leslie Lannanhttp://twitter.com/littleasklabnoreply@blogger.comtag:blogger.com,1999:blog-1604620482023286355.post-58394086967034177842009-08-24T13:33:36.007-04:002009-08-24T13:33:36.007-04:00Boy, you hit on a sore spot for me! The reality is...Boy, you hit on a sore spot for me! The reality is, organizations spend money because they *have* to, not because they want to. The attitude is that they can get away with Joe Average being a poor leader, but once he becomes Joe Manager, they better do something about it. As a result, some orgs seem to think that "management" and "leadership" have something to do with each other, while normal people know that typically the best leaders in any situation don't get anywhere near management jobs. And some organizations actually embrace that.... but not enough.<br /><br />Many organizations have the concept of "moving up the middle," the notion that the org should focus on turning good performers into GREAT performers, not on turning poor performers into acceptable ones. That actually makes a lot of sense; however, these same orgs mistakenly assume their good performers are already in management roles; really great individual contributors get left out (unless, of course, they're "high potentials" on a management track). That just sounds silly when you read it, but who ever said it was supposed to make sense?Rich Meschhttp://learningsimulations.blogspot.com/noreply@blogger.com