In this worldview, it is part of the line manager's job to recognize his subordinates' developmental needs, to help them cultivate new skills, and to provide them opportunities for professional development and personal growth. Managers must do this even if it means nudging their rising stars into new functional areas or business units. They must mentor emerging leaders, from their own and other departments, passing on important knowledge and providing helpful evaluations and feedback. The operating managers' own evaluations, development plans, and promotions, in turn, depend on how successfully they nurture their subordinates.
Feb 28, 2006
Leadership Development is not the job of HR !
Of course not !
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I agree. However, HR should take responsibility for creating ways and avenues for growth and development of individuals - this should not be part of the managers responsibility.
ReplyDeleteprofessionals in HR should have the expertise in knowing what works best for whom and when - this shortens the development process for leadership and HR should rightly be tasked for that.