Employee development isn’t just the responsibility of the employee, but of the employer as well — if not more so. Good managers strive to continuously groom their employees for future leadership roles.
Q: What is the difference between a leader and a boss?
— Sphe Ndlovu
A: There’s no place where strong leadership is needed more than in a hectic startup environment in which the odds are most stacked against you, and Herculean efforts to gain and maintain traction are required daily, not quarterly.
For business leaders, keeping costs low and the bottom line in check is always top of mind. What most people might not know is that the total cost – or the “Big Number” – of managing a company’s employees ranks second in terms of daily worries of senior management.
Achieving success in business requires the support of mentors, cheerleaders, coaches and partners. Professionals may hit a few targets with a selfish “I’ve-got-this-myself” approach, but it’s only likely to occur in lucky spurts.
Nine out of 10 of executives’ top priorities this year include increasing engagement at their business. To do so, they’re turning to programs to boost employee well-being.
Leaders have a tremendous amount of influence on their organizations and that influence can be positive or negative, depending on the skills of the person at the helm. Contrary to what many believe, leaders are not born.
There’s a school of thought that says the best leaders hire great people, and then get the heck out of their way. But that’s a management philosophy that’s far easier said than done.
Most employers recognize providing professional development opportunities is a benefit many employees expect. In fact, a 2013 surveyof 4,000 randomly selected members of the Society for Human Resource Management found 88 percent of organizations offer professional development opportunities as a benefit for employees.