The game-changer · Charan, Ram;; Lafley, A.G. · Cambio de juego · Charan, Ram;; Lafley, A.G.. Otros libros de Martin, Roger L. Otros libros de Martin, Roger L. Execution: The Discipline of Getting Things Done: Larry Bossidy, Ram Charan: : Libros. The Leadership Pipeline: How to Build the Leadership Powered Company: Ram Charan, Stephen Drotter, James Noel: : Libros.

Author: Vuran Jugal
Country: Algeria
Language: English (Spanish)
Genre: Literature
Published (Last): 19 December 2012
Pages: 75
PDF File Size: 19.76 Mb
ePub File Size: 19.56 Mb
ISBN: 133-1-77393-202-3
Downloads: 72697
Price: Free* [*Free Regsitration Required]
Uploader: Ganos

In business, leadership at every level is a requisitefor company survival. Yet the leadership pipeline -theinternal strategy to grow leaders – in many companies isdry or nonexistent.

Drawing on their experiences at many Fortune companies, the authors show how organizations can developleadership at every level by identifying future leaders, assessingtheir corporate confidence, planning their development, andmeasuring their results.

New to this edition is 65 pages of new material to updatethe model, share new stories and add new advice based on the tenmore years of experience.

Marc Fincham – Results from #

The authors have also added a “FrequentlyAsked Questions” section to the end of each chapter. Built around the common leadership ‘passages’ all leaders gothrough, it helps organizations select, develop, and assess basedon specific respon-sibilities and work values at each leadershiplevel. Strong leaders at all levels within an organization are arequisite for business success. Yet the leadershippipeline–the internal architecture for growing leaders–isoften broken or nonexistent.

This updated edition of thebest-selling The Leadership Pipeline has been revised to helpaddress the challenges of today’s business environment.

Anchored inexperience, it offers a tested model for planning leadershipsuccession and development that has proven to get results. The authors draw on their work at more than one hundredinternational companies to report on what has been learned in theten years since the first edition of The Leadership Pipeline waspublished. They show how a company can develop leadership in eachlayer of their organization by defining the different skillsrequired as leaders move from one level to the next.

They explainhow time should be applied differently, how work values requiredfor success must change, and clearly illustrate what inappropriateleadership looks like at each step. In addition, the authors answercommonly asked questions and add new insights from theirin-the-field research. The Leadership Pipeline shows how today’s companies can keeptheir leadership “pipeline” filled and flowing to ensure a steadysupply of skilled leaders throughout the organization.

An updated and revised version of the bestselling TheLeadership Pipeline – the critical resource for howcompanies can grow leaders from the inside. Ofertas especiales y promociones de productos Libro participante en oferta 3×2.

The Tao of Coaching: The First 90 Days, Updated and Expanded: Understanding and Equipping the 21st Century Volunteer. Those Who Must Give an Account: Comienza a leer The Leadership Pipeline en tu Kindle en menos de un minuto. Detalles del producto Pasta dura: Want to be a better leader?


Playing to win

Struggle with knowing what you should be focused on at ce level? Sometimes feel like you have been promoted and still doing what you did in your previous role? Want to know what it takes to get yourself to the next level? Read this wonderfully insightful book. I use this with practically all of my executive coaching clients. Leaders often fail or falter because the organization rarely provides them with a playbook of specific expectations for their role, beginning with the first level of supervisory to the c-suite role.

I have assigned this to many of my leader clients and HR sponsors and found that the insights gained provide us some meaty places to work in the coaching and development of the leader.

The Game-Changer

It’s as if someone finally turned the lights on. The authors of this book do an amazing job of laying out an adaptive model that can help to clear away the fog that comes from lacking expectations for each level within an organization. If you’re looking for your next great read, this will become your handbook for leadership now and into the future. As an executive coach, I highly recommend this read for leaders, executive coaches, and HR professionals. Every organization at some point seems to struggle with having leaders in the right place, knowing what is expected of them and holding them accountable for meeting these expectations.

Leadership Pipeline reminds readers of just that. The one great take away, that was repeated often in the book, was “don’t move a person to a higher leadership position just because they are great at their current position.

I give the book four stars for the concept and its potential help to my organization. I did get lost in some of the details that did not apply to my organization structure.

Read the other leadership books later. What a great, detailed and thorough examination of delegation at each leadership or management level of the organization. Any established or emerging manager can save him or her self time, energy and many headaches by reading and acting on this book. It would not be an exaggeration to say thousands of leaders – perhaps millions – could benefit from reading and acting on this book.

This book was suggested to me as it would outline some of the management challenges I was cajbio.

,ibro was a very insightful read. This book helped me understand what I need to stop doing, and although I already had an idea it was helpful to see it clearly in black and white. The book outlines six promotional steps the book calls them leadership passages between managing self i.


It gives signs to look for showing what’s working and what’s not in subordinates and your own new role as well as pointers on how to address them.

The Game-Changer by A.G. Lafley

I recommend it to anyone who has recently been promoted as it highlights some of the things you have to learn to do and some of the things that you need to stop doing as your role changes. These include the way you work, what you value and how you manage your subordinates. Ram Charan, Stephen Drotter, and James Noel, seasoned business consultants and authors of The Leadership Pipeline, believe that many businesses grow their company’s leadership base by incorrectly, leaning upon marketplace superstars instead of internally groomed leaders.

They are convinced that developmental failure in raising leaders from within a company significantly hinders organizations from realizing growth potential. The leadership growth process, known as the leadership pipeline, provides a concrete, goal oriented, obtainable model for organizations seeking to build a leadership development culture within their organization. Their vision for leadership development contains many merits.

It is based on the accurate assumptions that people are trusted and competent leaders as they traverse through the pipeline and up the managerial structure of their organization. The model encourages a developmental, training posture towards people in leadership roles, offering hope that people can obtain skills in order to make next steps of influence with a company.

The developmental process is largely an internal one, eschewing the frequent temptation to find the illusive celebrity CEO for internal leadership growth instead. Lastly, they helpfully recognize that different levels of leadership roles require varying degrees and types of expertise. This means that leaders need to embrace and press into the challenge of learning new and very different skills than previously required from former positions.

Thus they argue that key character traits of a leader is to expand as a learner as one ascends to higher levels of organizational influence. The Leadership Pipeline rightly points out that micromanaging people, interfering with the tasks assigned to those under one’s leadership, and similar distracting meddling has the dual impact of retarding a leader’s growth in their present position and undermining the growth of those beneath the leader, to the detriment of the whole organization.

Instead, careful directive leadership helps people develop into self-sufficient leaders i. Gana dinero con nosotros. Todos los derechos reservados. Mis pedidos Localizar mis pedidos recientes.

Ver o modificar mis pedidos en Mi cuenta.

Author: admin