I couldn’t help but think of church applications as I read this HBR article. I daresay that it articulates from a different perspective the need to reform the existing leadership selection process in our subset of denominational practice.
Your young supervisors are practicing on the job whether you’ve trained them or not. Supervisors, are of course, leading people from the first day on the job. And from that day habits are being formed. Attitudes are being created. Management practices begin to coalesce. Would it not be in the organization’s and the individuals’ best interests to begin that process the moment they’re selected for that position?
Anyone else think its time for a rethink?