The Little Book of Leadership Development: 50 Ways to Bring Out the Leader in Every Employee
Scott J. Allen, Mitchell Kusy
How many managers have time to plow through big books of leadership development? None! And they'll never need to with this slender book of 50 simple yet powerful ideas. "The Little Book of Leadership Development" goes straight to the heart of great leadership. Free of complicated theories, it focuses on what really works to get people motivated, working effectively, and acting as leaders themselves. The book delivers streamlined instructions on modeling behaviors, sharing information, building accountability, stretching teams, providing feedback, and 45 other practical strategies. Readers will be able to design a system of development tailored to their team and organization. Managers with the ability to self-reflect and a willingness to implement these positive, powerful ideas will see quick improvements in communication, efficiency, morale, and every other measure that points to a committed team of emerging leaders.
exist in your industry. Several clients of ours have actually found greater success benchmarking industries different from their own. Why? For two reasons. First, without the threat of competition, people are more likely to be honest regarding their business practices. Second, it is more likely that organizations with environments different from yours are doing unique things that may be foreign to your industry. We know that necessity is the mother of invention, so this approach is a particularly
contributions to the community. Individuals were encouraged to play as small or large a part as they wanted—as long as they were contributing to a social entity other than the work organization. This process was given validity by aligning it with the performance review process.  Get Out in the Field LEADERS MUST HAVE an awareness of their customer’s or client’s experience. Whether these individuals are internal or external to the organization, it is crucial that your team have a
of its members? How open are you to giving direct feedback to team members?  Capture the Learning from Hardships and Failure HARDSHIPS ARE developmental experiences that are not planned for. In fact, they are, quite often, not pleasant for the individual experiencing the hardship. Regarding hardships, Russ Moxley of the Center for Creative Leadership suggests, “Hardships are important to the development of well-rounded leaders. Learning is not random. Specific experiences teach
steps to implement your system of leadership development. BOX 1. OUR SIX-STEP MODEL 1. Get your own shop in order. 2. Build your leadership development system. 3. Involve others. 4. Manage the system. 5. Evaluate the system. 6. Add new pieces with caution. Step 1: Get your own shop in order. Step one is to get your own shop in order. As you read this book, reflect on your own strengths and weaknesses as a leader. If you are not aware of these and not willing to work on them, very
the organization and more about your boss. Again, people leave organizations because of bad bosses. In their book The High Impact Leader, the authors suggest that the latest research indicates leaders who display and develop confidence, optimism, hope, and resiliency in others are effective in their leadership roles.8 Do you do this for those around you? Or are you a disruptive and uncivil leader who leads with toxic behaviors, as described in Kusy and Holloway’s book Toxic Workplace! Managing