Leadership is very often the critical ingredient which make or break organizations. A management consulting publication has provided us with a list of mistakes that are commonly committed by firms which eventually lead to ineffective leadership. One of them is when individuals get promoted for the sake of it without any significant development to their profiles. Additional corporate training ought to be provided when promotions take place with added responsibility. Also quite often the aspiring leaders are judged on inappropriate metrics. The development of the individuals needs to be an ongoing activity rather than a one time job. Sometimes it is existing leaders with a certain mindset who inadvertently hold back the next generation of honchos. Rather developing existing talent must be among the key parameters to evaluate the contemporary leadership. Finally, what happens frequently is that the top management does not show enough interest in the actual workings of the next levels and thus enough support does not generate for the aspiring generation.

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