israeli lebanon conflict from family business news network

israeli lebanon conflict articles and resources for business owners, farmers, ranchers, and executives

Attention Business Advisors!

Did you know there are over seven million privately owned companies in North America?

Connect with the universe of family owned companies who need your services as a professional who speaks their language!

Add your profile to our directory of professionals right now.

Identifying Candidates For Leadership
By Mike Beitler
A critical task in the succession planning process of any organization is identifying candidates. Traditionally, candidates have been identified based on past performance. While this seems logical, it is problematic in practice.

Past performance always measures success in a lower-level position. What is needed in succession planning is a system to identify potential for success in a future higher-level position. The best predictive model I have found is the Leadership Pipeline Model by Charan, Drotter, and Noel.

The Leadership Pipeline provides a model that describes the skills, time applications, and values required to succeed at different levels in the organization. While most leadership models and theories describe characteristics of leaders in general, the Leadership Pipeline describes specific criteria for success in transitioning from one level to the next.

The Leadership Pipeline Model helps us to see the importance of identifying candidates for positions throughout the entire organization. The pipeline must be continuously filled with leaders who have been identified for development for the next higher level. A pipeline clog at one level will clearly harm leadership development and succession throughout the entire organization. What is needed is a carefully monitored system for developing in-house talent from front-line supervisors to CEOs.

At GE and Citicorp, two companies using the Leadership Pipeline Model, leadership passages from one level to the next are seen as “turns” in the leadership pipeline. These turns (or passages) provide significant developmental experiences. If these turns are skipped the individual may not be prepared for higher-level leadership positions. The focus for development should be the lack of critical skills and values for the next higher level, not

Our articles continue...

Commercial debt collector: Business is up
From his office in Plano, Jerry Curtis knows the economy is taking a toll on businesses of all sizes.
Former Dallas city councilman, Jerry Bartos, dies
Jerry Bartos, a former Dallas City Council member who also served on the school board, died Friday at the age of 75, according to <em>The</em> <em>Dallas Morning News</em>.
Texas Motor Speedway to change seating
Texas Motor Speedway President Eddie Gossage on Monday announced a $2 million capital improvement project — along with a reduction in seating — at the speedway.
Fluor wins new contract near Bridgeport
Fluor Corp. has secured a contract to engineer, procure, construct and commission the Jack County Generating Facility Unit 2 near Bridgeport for Brazos Electric Power Cooperative. (FLR)
Construction firm opens Dallas office
Control Technology and Solutions, a design and construction firm specializing in creating energy-efficient buildings, has opened a new office in Dallas with Dallas native Roger Thibodeau leading the operations.
Pilgrim’s Pride files for Ch. 11
Chicken processor Pilgrim’s Pride Corp. confirmed Monday that the company has filed a voluntary petition for Chapter 11 bankruptcy protection. (PPC)
Study: online holiday shopping to grow 12%
Online holiday shopping sales are expected to grow 12% this holiday season, according to a new report from Forrester Research Inc., an independent research company.
It's official: U.S. in recession
The U.S. economy has been in a recession for all of 2008, the National Bureau of Economic Research said Monday.
PUC sets interest rates for overbilling
The Public Utility Commission of Texas said Monday it has established what interest rates should apply when reimbursing utility customers after they’ve been overbilled.
Airport prepares transportation career day
North Texas students who are interested in working in the aviation sector or the transportation industry have a chance this week to network with dozens of companies in this industry.

past performance.

I am often asked “Is it better to recruit from outside the organization or to develop leaders from within?” The safe, but rather uninsightful answer is, “It depends.”

Recruiting from outside the organization makes sense when a major change in corporate culture or direction is needed. But, I would caution about the over-dependence on outside recruiting of leaders. Desperate attempts to recruit leaders from outside the organization suggest an inadequate leadership pipeline.

Recruiting leaders from the outside of the organization can be very expensive. As we all know, there is a talent shortage in the marketplace. This can lead to paying high premiums (or even outright price wars) for promising talent.

The Leadership Pipeline Model offers a common language (terminology) and specific criteria for what to look for in leaders at the next higher level. The Model provides a description of the skills, time applications, and values required of leaders at each successive level. This criteria is critical not only for identifying candidates but also for their subsequent development.

The key to identifying candidates for higher levels of responsibility is to predict their potential to succeed in attaining and using the skills, time applications, and values of the next higher level. Past performance is often a poor predictor of future success. Remember that the skills, time applications, and values of each successive level of leadership are dramatically different.

The challenge in succession planning and identifying candidates is making sure people are assigned to a level that is appropriate for them. The challenge is complicated by the fact that people change (hopefully for the better) over time. An appropriate position for someone today may not be appropriate three years from now.

Identifying candidates for the organization’s future leadership positions is a critical task. Do you have a system for identifying candidates that considers not only their current skills, but also their willingness to adopt new work values and time applications?

About the Author

Dr. Mike Beitler is the author of "Strategic Organizational Change" and "Strategic Organizational Learning". His books are used at General Motors, Coca-Cola, IBM, Wachovia, BASF, Glaxo Smith Kline, Daimler-Chrysler, and many more great companies. His work is written for practitioners who need real-world tools and strategies to be truly effective in their organizations. Find more info on Mike and his work at http://www.mikebeitler.com/

Here are some more conflict articles...

What Is Leadership?
By Kevin Stirtz
Leadership is what every organization needs and so few have in adequate supply. Part of leadership is what the first President Bush called “the vision thing”. It’s the ability to see what does not Read more...

Mediation And Its Benefits
By Jane Simpson
Mediation is an alternative to litigation when disputes arise. Mediation is also known as arbitration. Mediation does not offer any guaranteed or specific results. Mediation is only a means of coming Read more...

Evworld.com Poll Foresees Future Us-china Conflict Over Oil
China recently became the world's largest consumer nation in virtually every commodity category except one: oil. Here it is second only to the United States in its thirst for petroleum and it is that Read more...

Conflict Is Costing Your Company A Bunch Of Money?
By Kenneth R. Blankenship
Over the years I have come across several tools that put a dollars and sense value on the matter of workplace conflict and the importance of its resolution. There are several assumptions in Read more...

israeli lebanon conflict news: